Evaluation and Discipline For Public Employers
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$75
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This workbook is designed to assist public employers in two broad areas – employee evaluations and employee discipline.
Topics Include:
- Performance Evaluation: An On-Going Process
- Why Do Performance Evaluations?
- The Ten Steps in Evaluating Performance
- The Basic Rules for Preparing Written Evaluations
- The Evaluation Meeting
- Follow-Up: If Improvement is Needed
- Counseling and Available Disciplinary Actions
- Counseling
- Progressive Discipline
- Frequent Disciplinary Problems
- Excessive Absenteeism
- Tardiness
- Incompetence/Inefficiency
- Insubordination
- Falsification of Documents/Dishonesty
- Employee Misconduct Outside Working Hours
- Fighting
- Harassment
- Issues to Consider Before Taking Disciplinary Action
- Create a Record
- Evaluate Sources of Authority to Impose Discipline
- Conduct an Investigation
- Evaluate the Likelihood that the Proposed Discipline Will be Sustained if the Employee Appeals
- Consider Two Common Defenses To Discipline
- Laying off or Eliminating a Position as an Alternative to Discipline
- Consider Legal Issues Prior to Implementing Discipline
- Implementing Public Employee Discipline
- What is “Skelly”?
- Skelly Pre-Discipline Due Process Rights Apply Only to “Significant” Discipline Unless Agency
- Rules or MOU’s Provide to the Contrary
- Probationary and Other “At-Will” Employees Have Only Limited Due Process Rights – Lubey Conference
- The Skelly Pre-Disciplinary Procedure
- Final Notice of Discipline
- Remedies for Violating a “Permanent” Employee’s Due Process Rights
- Settlement
- Post Discipline Due Process: The Right to Administrative and Judicial Review of a Final Disciplinary Action
- Post-Disciplinary Administrative Appeal
- Appeal to the Courts: Judicial Review of the Administrative Appeal Decision
Disclaimer:
This document is provided as a benefit to Liebert Library subscribers and cannot be shared outside of their organization. The information contained within is a template only and is not designed to address the specific and unique issues, internal rules, practices, and/or governing documents that might be in place at your organization. You should always consult with legal counsel prior to implementation of any documents.
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