Employee Relations Playbook v.2 - Flipbook - Page 15
f.
Disposition,
corrective
action,
quality, and productivity should result in
and
escalating warnings and disciplinary actions
environmental resolution responsibilities
i. Employee Relations professionals must
enacted by the SVP of Human Resources,
provide a recommendation to the relevant
depending of the severity and frequency of
Manager/Leader on the disposition, corrective
instance.
action
(if
necessary),
and
environmental
h. Communication and notice responsibilities
resolution needed in each circumstance. They
i.
Employee
Relations
must partner with the relevant HR partner to
required
address and hand-off resolution.
complainant(s),
ii. If an HR Partner or ER Professional find that
Resources Partner(s), and Dean(s)/head(s) of
a manager has not chosen or implemented a
unit at each communication touchpoint laid
sufficient corrective action, that professional
out in the Concern Process Flow.
must escalate the case to ER group/HR
ii. Employee Relations professionals must also
leadership at address whether they can
utilize pathways of escalation as relevant to
partner with the manager to re-evaluate next
each concern.
to
professionals
communicate
respondent(s),
are
with
Human
steps.
g. Accountability
i. Head of Employee Relations
1) The Head of Employee Relations is
responsible for ensuring accountability of
their ER professionals.
2) Lack of adherence to procedures, service
quality, and productivity should result in
escalating
warnings
and
disciplinary
actions enacted by the Head of Employee
Relations, depending of the severity and
frequency of instance.
ii. SVP of Human Resources
1)
The
SVP
ultimately
of
Human
responsible
Resources
for
is
ensuring
accountability of all Human Resources
professionals within the organization.
2) Lack of adherence of the Head of
Employee Relations and the Employee
Relations group to procedures, service
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