Category: RESOLVING EMPLOYEE CONCERNS
Issued: January 1, 1993
Last Reviewed: July 1, 2004
Responsible Office: Employee and Labor Relations (212) 870-2801
Under authority from the President and the Trustees, the Vice President for Human Resources or his/her designee is designated as the spokesperson and representative for the University in all labor relations matters involving any recognized collective bargaining groups or organizations seeking recognition. The Vice President for Human Resources is also responsible for the administration of University human resource policies.
Category: RESOLVING EMPLOYEE CONCERNS
Issued: January 1, 1993
Last Reviewed: July 1, 2004
Responsible Office: Employee and Labor Relations (212) 870-2801
A support staff employee is considered to be on probationary status for a sixty calendar-day period beginning with the date of employment. Upon an employee's satisfactory completion of the probationary period, he or she is considered to be a regular employee (unless the job is stated to be temporary).
During the probationary period, either the employee or the department may terminate employment without notice. The employee is not entitled to use grievance procedures.
A probationary period may be extended for sixty additional calendar days with written notice to the employee. Termination of employment while on probation or an extended probationary period must be approved by the head of the department, and must be indicated in writing to the employee with a copy of the letter to Employee and Labor Relations.
Category: RESOLVING EMPLOYEE CONCERNS
Issued: January 1, 1993
Last Reviewed: July 1, 2004
Responsible Office: Employee and Labor Relations (212) 870-2801
The Probationary Performance Evaluation (Personnel Form No. 28) is designed to assist the supervisor in deciding whether or not each new support staff employee has satisfactorily completed the probationary period. The supervisor should also Use the evaluation form and subsequent discussion with the employee to promote job understanding, elicit and give feedback, and aid in employee development.
The Performance Evaluation form should be completed by the supervisor no later than the thirtieth day of the probationary period and discussed with the new employee. No later than seven calendar days before the end of the employee's probationary period, the form should be revised, if necessary, and discussed with the employee.
If the employee has not satisfactorily completed the probationary period, a decision should be made and approved by the department head whether to 1) terminate the employee, or 2) extend the probationary period for an additional sixty calendar days. In either case, the employee must be told in writing. A copy of the letter plus a copy of the evaluation form should be forwarded to Employee Relations.
If the probationary period is extended, the letter to the employee should indicate the specific criteria which must be met. Before the end of the extended period, the supervisor should reevaluate the employee's performance. Employees should be informed if they have met the indicated criteria and passed the extended probationary period. If the employee has not successfully completed the extended probationary period, employment should be terminated in writing without further notice. A copy of the termination letter plus a copy of the updated evaluation form must be forwarded to Employee Relations.
Category: RESOLVING EMPLOYEE CONCERNS
Issued: January 1, 1993
Revised: July 1, 2004
Responsible Office: Employee and Labor Relations (212) 870-2801
The University recognizes its responsibility to provide procedures whereby an employee who feels aggrieved can seek redress. Only disciplinary action (suspension or discharge) where the validity or appropriateness of the cause is in question is considered grievable.
A grievant must begin the grievance procedure within thirty (30) days after the action which he or she is grieving.
(A grievant not covered by a collective bargaining agreement may choose to be represented at any step by a regular member of the University Faculty or Staff.)
The grievance procedure will be governed by the following conditions:.
Category: RESOLVING EMPLOYEE CONCERNS
Issued: January 1, 1993
Revised: July 1, 2004
Responsible Office: Employee and Labor Relations (212) 870-2801
It is expected that all employees adhere to generally accepted rules of conduct and organizational behavior. If an employee's work performance does not meet acceptable standards, a supervisor should:
Depending upon all of the circumstances of the case and the severity of the offense, one or more of the above steps may be repeated or bypassed.
Any suspension or discharge of an employee must be coordinated with Employee and Labor Relations, and no discharge shall be effective without the prior knowledge and concurrence of the Vice President for Human Resources or designee.
In the case of officers, supervisors should consult with Human Resources (either Employment and HR Client Services, or Employee and Labor Relations) on a case by case basis. The steps of progressive discipline outlined above may not be necessary or appropriate.