Sample Cases of Disciplining Problem Performance
#1
A lab technician frequently left for two hour lunches. After repeated warnings, her supervisor wanted to begin the progressive discipline process in order to terminate her.
The department head suggested asking the employee why she was so consistently late in returning from her lunch break. The employee revealed that she left each day to care for her mother, who was showing early signs of Alzheimer's Disease. When the employee attempted to leave, her mother would cry and beg her to stay. The employee was connected with Life & Work Connections' Employee Assistance & Counseling. A counselor there recommended an adult day care program for the employee's mother.
#2
A clerical employee new to the University would often leave the office prior to the close of the business day. His supervisor was baffled by his unannounced "disappearances" and asked why he would so often leave before 5:00 p.m. The employee stated that the faculty in the department did not keep regular hours, so he didn't think he was expected to remain in the office from 8:00-5:00.
The supervisor explained that University faculty members are not required to remain in their offices from 8:00-5:00 because they often work outside of the office (conducting research, grading papers, etc.). The supervisor reiterated the duties of the employee's position and noted that he must be available during regular business hours.
#3
Despite appearing to be a hard worker, a maintenance employee consistently failed to complete all the requests listed on his work orders. After several verbal warnings, the supervisor arranged a meeting to discuss the performance issues. During the meeting the employee confessed that he had only rudimentary reading skills.
The supervisor arranged for the employee to be enrolled in an adult literacy program and provided verbal instructions until the employee was able to read on his own.
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