Supervisory Manual
This manual was designed by Labor Relations and Policy Development to provide quick links to information that supervisors will find helpful
in administering daily responsibilities. The Labor Relations and Policy Development Department administers the University’s collective bargaining agreements and develops and administers Human Resources policies & procedures. We strive to improve the quality of work life for all UC employees. Please address questions regarding this manual to Bill Johnson or Gloria Woods.
Labor Relations and Policy Development Staff
Bill Johnson, Senior Director, 513-556-0343
Lauren Lantz, Sr. Labor Relations Specialist 513-66953
Merry Stormer, Coordinator 513-556-0143
Gloria Woods, Sr. Labor Relations Specialist 513-556-6951
Labor Relations General Phone Line 513-556-6372
Contact us at EmpLabor@uc.edu We’re here to help!
Introduction
This manual is comprised of frequently addressed issues regarding the daily management of staff. As a Supervisor, one of your responsibilities is administration of the Union contracts, Board of Trustees Rules and/or Human Resources Policies & Procedures. It is imperative that the classification/representation status of the employee be considered for application of the appropriate rules. Following each header are the links to policies, rules and union contract language for specific classification/representation.
Probationary Period
During the probationary period, an employee shall receive regular feedback from the supervisor and the person training him/her. Guidelines for probationary period and evaluations are as follows.
AFSCME Represented Employees – Article 10.8 – Probationary Period
There are other references to probation in Article 10.6, Article 11.6 and 11.8 and Article 21.11
IUOE Represented Employees – Article 18.D - Wages
ONA Represented Employees – Article 7 – Probationary Period and Orientation
SEIU Represented Employees – Article 11.12 – Probationary Periods
There are other references to probation in Article 11.5 and Article 12.5.A
Classified Unrepresented Employees – BOT Rule 3361:30-25-01 and HR Policy 18-01
Unclassified, unrepresented staff do not serve a probationary period. They are at will employees who serve at the pleasure of the Board of Trustees.
Performance Evaluations
Daily feedback from Supervision is vital to a good working relationship. Subordinates look to management for guidance, direction, training and encouragement. Following are the provisions for the formal evaluation process.
AFSCME Represented Employees – Article 23 – Evaluations
ONA Represented Employees – Article 20 – Miscellaneous
SEIU Represented Employees – Article 13 – Evaluations
Classified Unrepresented Employees – BOT Rule 3361:30-25-01 and HR Policy 18-01
Corrective Actions
Except in the case of an offense justifying the immediate removal of an employee, the University of Cincinnati promotes the philosophy of progressive discipline that provides the employee the opportunity to understand a problem and the corrective action necessary to improve identified deficiencies. Corrective action is meant to be corrective and not punitive.
AFSCME Represented Employees – Article 8 - Corrective Action Procedure
IUOE Represented Employees – Article 8 - Disciplinary and Grievance Procedures
ONA Represented Employees – Article 12 - Discipline
SEIU Represented Employees – Article 9 - Corrective Action Procedures
Classified Unrepresented and Unclassified Unrepresented Employees – BOT Rule 3361:30-19-01 and HR Policies 15-01, 15-02, 15-03, 15-04 and 15-05.
Grievance Procedures
Should an employee decide to file a grievance, the procedures for the grievance processes are outlined below.
AFSCME Represented Employees – Article 9 – Grievance Procedure
IUOE Represented Employees – Article 8 – Disciplinary and Grievance Procedures
ONA Represented Employees – Article 8 – Grievance Procedure
SEIU Represented Employees – Article 10 – Grievance Procedure
Classified Unrepresented – BOT Rule 3361:30-23-01 and HR Policy 17-01
Unclassified Unrepresented – BOT Rule 3361:30-23-05 and HR Policy 17-01
Leaves
Employees are provided leave for various reasons. Some leaves are paid leaves and others are unpaid leaves. An employee who is on sick leave for a period of 5 days or more and who is eligible for Family Medical Leave should receive a notice of provisional designation of leave as Family Medical Leave contingent upon certification. Please contact the Human Resources Service Center (556-6381) for assistance.
AFSCME Represented Employees – Article 17 – Sick Leave, Article 18 – Other Leaves
IUOE Represented Employees – Article 16 – Sick Leave, Article 17 – Other Leaves
ONA Represented Employees – Article 13 – Sick Leave, Article 14 – Other Leaves
SEIU Represented Employees – Article 21 – Sick Leave, Article 22 – Other Leaves
Classified and Unclassified Unrepresented – BOT Rules 3361:30-31-01 through 3361:30-31-28
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