1. Managing Staff Academic Administrators’ Workshop August 24, 2015 Mary Orton, Manager, Employee Relations Joanne Roberts, Human Resources Generalist

2. WLUSA Overview Management Rights Absenteeism Leave Approvals Performance Management Performance Review Process Questions Agenda

3. All administrative / technical / clerical staff at the Waterloo campus are part of the Wilfrid Laurier University Staff Association (WLUSA), which is part of OSSTF All administrative / technical / clerical staff at the Brantford campus are non-union WLUSA

4. Don’t give up your rights! “Operationally feasible” Establish expectations & reasonable rules (i.e. vacation, leave approvals) Be Fair, Reasonable & Consistent Management Rights

5. Leaves Sick Leave Medical appointments Absences greater than 5 working days Family sick leave Personal Leave Workplace Accommodation Vacation Absenteeism

6. Standard hours of work are 8:30am – 4:30pm with a one (1) hour unpaid lunch period, unless otherwise stated in the job posting. Options for changing the standard work day Flextime Compressed Work Week **Must be operationally feasible** Standard Hours

7. After advising you of their intent (i.e. appointment, vacation, bereavement, etc.), every absence must be reported by the employee in LORIS Make note of absences to ensure they match the report submitted Frequent absences / patterns – talk to HR and your Admin Manager Leave Approvals

8. Regular, constructive feedback should be provided to employees. Documentation of meeting notes, emails and notes of performance correction is critical. Performance Management

9. Letter of Expectations Clearly outline the behaviour or lack of performance and “expected” standard of performance Improvement period Progressive Discipline If required improvements are not achieved, move to progressive discipline Verbal warning, confirmed in writing Written warning Unpaid suspension Termination\ Note: HR and WLUSA must be involved in formal discipline meetings Performance Management

10. Annual performance review form Designed to facilitate goal setting and annual performance review Results are not subject to the grievance process Overall rating of needs improvement subject to another review in 3 months Opportunity to provide both positive and constructive feedback Two reasons why employees are unsuccessful: Not given appropriate training Not capable of doing the work HR and Administrative Managers will support you throughout the performance review process. Performance Reviews

11. You are not alone! Administrative Manager Human Resources Labour Relations / Recruitment Disability Management / Accommodation (Cindy Gruhl) Senior Advisor, Dispute Resolution & Support (Dawn Ricker) Resources

12. Questions?