The probationary period is a part of the selection process. Each classified employee shall be considered a "probationary employee" for the first 180 calendar days of continuous employment at the University [see Handbook of Operating Procedures, Section 9.45 - Probationary Employees].

University policy recommends conducting periodic evaluations of an employee's performance during the probationary period. Human Resource Services recommends conducting reviews after 60, 90, and 120 days of employment.

See also: Probationary Performance Evaluation Form [PDF; 13K]

Disciplinary or Corrective Action

All employees are expected to maintain standards of performance and conduct suitable and acceptable to the work environment. Disciplinary action, including dismissal, may be imposed due to unsatisfactory work performance and/or for unacceptable conduct [see Handbook of Operating Procedures, Section 9.49 - Discipline and Dismissal Policy and Procedures].

Dispute Resolution Process and Grievances

The University’s Grievance Policy provides a mechanism to:

resolve employee concerns at the earliest possible opportunity
help develop positive and effective communication between employees and supervisors
improve employee and supervisor conflict resolution skills

Employees may present complaints and grievances concerning their conditions of work. Such conditions include wages, hours, or any other matters related to the employer-employee relationship. An employee presenting a complaint or grievance should identify the basis of the dispute, including specific facts, and provide relevant documents or other information pertinent to the matter. An employee's complaint or grievance should also include the desired result.

Alternative dispute resolution efforts are required before beginning the grievance procedure.

Dispute Resolution Process

Early dispute resolution
leads to more positive
and successful
workplace relationships

Under the Grievance Policy, an employee must present his or her complaint in writing to the Dispute Resolution Officer (DRO) within ten (10) University business days from the date the incident giving rise to the complaint occurred. The DRO partners with the employee, supervisor, and management to address and resolve the complaint. This process helps identify issues, gather information, develop possible solutions, encourage further discussions, and if appropriate provide mediation services.

The DRO provides assistance to employees and management in an effort to promptly resolve disputes. The DRO is located in North Office Building A, 3rd floor; phone 512-471-6638; fax 512-471-2666.

Grievances

Following the close of the Dispute Resolution Process, an employee who is not satisfied with the results may pursue the formal Grievance Procedure. Grievances must be filed following the procedure set forth in the Handbook of Operating Procedures, Grievance Policy - 7.C.1.

Appeals

An employee may appeal disciplinary actions resulting in dismissal, suspension without pay, or demotion following the process set forth in the Handbook of Operating Procedures, Section 9.49 (IV) - Procedure for Appealing Disciplinary Actions.

More Information

For assistance with understanding university policies, procedures, and practices, or to explore your options and alternatives on addressing a workplace situation, please contact your departmental representative in HRS Employee Relations.

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