Page 7 - Managers' Guide to ER_Classical
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MANAGER GUIDE


                                                                              EMPLOYEE RELATIONS



               WHEN AN EMPLOYEE TRIES TO PROVIDE MEDICAL DOCUMENTS (I.E., WORKABILITY
               REPORTS, DOCTOR’S NOTE, FMLA PAPERWORK, ADA ACCOMMODATION REQUEST FROM,
               ETC.)


               •  Do not request doctor’s notes from employees
               •  If the employee wants to turn in medical documentation, the manager is to provide them with the
                   following options to get the forms to HR directly:
                       o  An employee can take a picture of the medical documents on their phone and email to HR.
                       o  An employee can have their doctor fax or email the forms directly to HR.
                       o  If documentation is FMLA related, the employee or their provider can email or fax the forms
                          directly to The Standard.
                       o  If none of the above options are possible, the manager may scan the original documents and
                          send them to HR on behalf of the employee.
                                When Complete:
                                     •  The manager will give the originals back to the employee
                                     •  The manager will go into the “sent” folder in Outlook and permanently
                                         delete the email with the attachment.

               EMPLOYEE PERFORMANCE


               THE DIFFERENCE BETWEEN A PIP AND A CAP

               •  Performance Improvement Plan (PIP):
                       o  Designed to improve performance shortfalls over a specified period
                       o  Timeline typically spans between 90 days.
                       o  Includes regular check-ins when should be summarized/documented each time
                       o  At the PIP review checkpoints (30, 60, and 90 days) progress is assessed:
                                If significant improvements are not achieved, the results could be termination.
                                If significant improvements are achieved, the PIP is closed.
                       o  PIPs remain actively on file for one year.
               •  Corrective Action Plan (CAP):
                       o  Designed to correct a behavior or performance issue immediately.
                       o  Usually a result of a policy violation, misconduct, or a major performance concern
                       o  CAPs are disciplinary actions that typically follow a progressive guideline (verbal, written,
                          final)
               •  Considerations:
                       o  Always work with HR when preparing a PIP or CAP (except Attendance related verbal and
                          written CAPs, in which case you may follow the outlined progression plan once the new plan
                          goes live).
                       o  A PIP and CAP can be given at the same time.

                GESMN Internal Use                                                                   Page | 7
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