2012 annual pupil transportation conference june 20, 2012 roanoke, virginia
TRANSCRIPT
Employee Evaluations and Discipline: How to Handle Them Effectively andStay Out of Legal Hot Water
Yvonne S. WellfordSenior Assistant County Attorney andCounsel to the Hanover County School Board
Employee Evaluations
• Framework of an Effective Evaluation• Focus on employee’s core core responsibilitiesresponsibilities based on the position the employee holds• Develop performance targetsperformance targets for the
employee that are job-related• TieTie the evaluation to the performance
targets you developed in the prior year• Avoid commenting on the employee’s
personal life – stick to how he/she performs the job
Employee Evaluations
• Effective Evaluations Are Fair and Fair and AccurateAccurate• Be candidcandid – don’t give undeserved
charitable evaluations• Identify the employee’s
shortcomings, as well as strengths• Be constructiveconstructive• Support your comments with examplesexamples
Employee Evaluations
• Advantages • May improveimprove employee’s performance!• Will give employee fair warningfair warning of the
need for improvement• Can enhance overall moralemorale in your
workplace (hardworking employees expect you to require similar effort from all)• It’s supporting documentationsupporting documentation for
subsequent disciplinary actions and any challenges to them by employee grievance or lawsuit
Employee Evaluations
• It’s hard to explain away positive evaluations• A jury is likely to think: if it’s in if it’s in writingwriting, it must be true
Consider these examples . . .
Employee Evaluations• Conferences• Face to faceFace to face discussions of
evaluations• Conference should involve the
employee and the supervisor – not a committee• Allow the employee to respondrespond to
the evaluation, offer his or her comments and put them in writing• The employee and supervisor should
both signsign the evaluation
Employee Evaluations
• Confidentiality• Share the contents of performance
evaluations only with those who need to knowneed to know about it
Employee Discipline• Documentation• Should support the reason for and
fairness of the personnel decision• Use it because you can’t remember you can’t remember everythingeverything that may be important• Obtain the employee’s signatureemployee’s signature on all
documentation that should be included in the personnel file (evaluations, written warnings, corrective action plans)• Juries expect employers to make written
records of employee performance problems
Employee Discipline• Progressive Discipline• For problems or policy violations that can be corrected through can be corrected through counselingcounseling• Gives employees an opportunity to
choose their future course of action with a clear understanding of the understanding of the consequencesconsequences• Demonstrates that the employer took
reasonable steps to informinform the employee of the problem and provided an opportunity to improveopportunity to improve
Employee Discipline• Preparing for disciplinary action• Inform the employeeInform the employee of the specific
allegations that might result in disciplinary action• InvestigateInvestigate the facts (including
giving employee a chance to explain his/her side of the story)• Determine whether the employee
violated a policy or procedure that he/she knew or should have knew or should have knownknown about
Employee Discipline
• Stay consistent – how have others been disciplined for this problem?• Determine whether the employee has
filed any recent complaints recent complaints (including the EEOC, Dep’t of Labor or internally) about the workplace. Disciplinary action could be considered an act of retaliationretaliation.
Employee Discipline
• Reasonableness of disciplinary action• Should be related to the seriousness
of the offense – make the punishment fit the offensepunishment fit the offense• The employee’s past disciplinary past disciplinary recordrecord should be considered
Employee Discipline
• Take prompt action• Take disciplinary action when the when the problem arisesproblem arises – not weeks or months later• VEC may view employer’s inaction inaction as acceptingas accepting the employee’s misconduct
Employee Discipline
• Delivering the message• Tell employee the disciplinary action to
be taken in a meeting with the supervisor and another management team member• Tone of the meeting should be
professional and calm• Limit discussionLimit discussion to the disciplinary
action being taken, the reasons for doing so, and the consequences of further policy violations or performance problems
Employee Discipline
• The goal is to provide informationprovide information to the employee – not to debate your decision or to discuss another employee• If delivering anything more serious
than a counseling, be prepared with the written warning, corrective action plan, etc. to give to the employee• Obtain employee’s signatureemployee’s signature on
your copy to acknowledge he/she received it.
Employee Discipline• Case Study: Stein v. Churchville-Chili Central School
District• School District received parent complaints about
Stein, a bus driver• Stein had taken pictures of students, they claimed• District investigated and found Stein had numerous
performance problems and had engaged in misconduct
• Stein used profanity, drove at excessive speeds, misused the microphone on the bus, stopped the bus suddenly to throw students against other students, mocked students
• District had received complaints about Stein’s inability to get along with & control students during the prior school year
Employee Discipline
• When the District terminated Stein, he sued for age discrimination• Court ruled in favor of the District.
Why?• “The District investigated and found
credible a number of allegations . . . relating to Stein’s failure to perform appropriately as a school bus driver.”
Employee Discipline
What worked well for the District?•They documenteddocumented the complaints about Stein and their investigation of them•They investigatedinvestigated the facts•They acted promptlyacted promptly