
Over the past year, Facilities Management (FM) and
AFSCME engaged in good faith bargaining to replace
the Fair Treatment Guidelines.

As a result of this work, FM is pleased to introduce
you to the new “Guide” to Employee Conduct and
Consequences, hereafter referred to as the Guide.
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
The Guide will take effect March 15, 2013.

The Guide will act as a resource to supervisors and
bargaining employees regarding employee
misconduct and potential consequences.
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Highlights and Provisions
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Highlights & Provisions
 FM will normally apply disciplinary action in a
progressive manner;
however,
 FM may administer any discipline deemed
necessary and appropriate, when circumstances
warrant.
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Highlights & Provisions

In general, an employee may be disciplined for
performance related issues, misconduct or both.

When applying disciplinary action, mitigating
and/or aggravating circumstances will be
considered.
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Mitigating/aggravating circumstances include, but are not limited to:
• History of prior discipline for the same or similar infraction,
• Overall disciplinary record,
• Probationary status,
• Whether a safety hazard was created by the action,
• Whether there was a financial loss as a result of the conduct,
• Whether the work of others was delayed; and,
• The totality of the circumstances involved.
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Employee Misconduct
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Employee Misconduct

The conduct examples outlined in the Guide illustrate
performance or misconduct related concerns and
potential first-occurrence consequences.

They are examples only; they are not all inclusive.
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Employee Misconduct

Depending on the circumstances of a situation, in
some cases it may be appropriate not to discipline
an employee.

When this occurs, supervisors are expected to
document such occurrences as disciplinary
exceptions.
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Time and Attendance
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Time and Attendance
 From time to time, events occur which may result
in occasional tardiness or unscheduled absences.
 On an exception basis only, an employee’s
tardiness/unscheduled absence will be excused
on a calendar year basis as follows:
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Time and Attendance
Tardiness: Less than 60 minutes – three (3) maximum
per calendar year
Unscheduled Absence: Unscheduled absences of 60
minutes or more – three (3) maximum per calendar
year.
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Frequently Asked Questions
(FAQ)
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FAQ
What type of consequence should one expect to receive
prior to March 15, 2013?
The Fair Treatment Guidelines will remain in effect through
March 14, 2013.
What happens to any prior discipline currently in an
employee’s record?
Any active and prior discipline recorded prior to March 15 will
remain in the employee’s file.
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FAQ
Will employees still be allowed to use an Emergency Call-in 60
minutes or More provision to cover an emergency call-in for 60
minutes or less?
Yes. Employees will be allowed to use a Time & Attendance exception of
60 minutes or More, to cover an available Less than 60 minutes exception;
however, such occurrences will be documented by the supervisor using
the “Time & Attendance Exception” process.
Will current call-in policies continue to remain in effect after
March 15?
Yes, as well as those policies and procedures previously negotiated and
referred to in whole or in part, in the MOU.
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Resource Documents

Memoranda of Understanding for Non-exempt and Exempt employees

USM Policy VII-8.00 and 8.10 – Disciplinary Action and Appeal Rights
Contacts

Your Manager/Supervisor

FM Human Resources
Sharon Simmons, Assistant Director – X58937
Nancy Yeroshefsky, Associate Director – X53284
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