Page 1 of 3

DRAFT (KEEP “DRAFT” UNTIL FINALIZED) XX (INSERT FORMAL OR FINAL) COUNSELING ACTION PLAN

XX To: (INSERT EMPLOYEE NAME) From: (INSERT SUPERVISOR OR MANAGER NAME)

XX (JOB TITLE)

XX (DATE OF HIRE)

XX (INSERT DATE OF COUNSELING MTG)

Problem
ATTENDANCE: XX (Ex: Excessive Unscheduled Absences, Lateness, Absence Pattern, No Call/No Show, Non-FMLA LWOP)
Even though you were previously XX (INSERT COACHED AND/OR FORMAL COUNSELED) on XX (INSERT DATE), your attendance remains unsatisfactory. (DELETE IF NO PREVIOUS COACHING OR FORMAL HAS OCCURRED)
Incident(s):
  1. On XX (DATE/TIME/LOCATION) you were XX (LATE/CALLED IN SICK) and XX hours (SICK LEAVE/UNAUTHORIZED LWOP) was used.
  2. XX (INSERT SECOND INCIDENTIF APPLICABLE)
You regularly use your sick leave after accrual each month. After XX (INSERT ANNIVERSARY DATE) years of service your sick leave balance is XX(INSERT AMOUNT) hours. Since XX (INSERT DATE), you have used up all your accrued sick leave and have used XX (INSERT AMOUNT) hours of LWOP. (DELETE WHAT IS NOT APPLICABLE)
Impact:
XX (INSERT IMPACT OF POOR ATTENDANCE TO DEPT/SHOP/AREA. EX: Since these absences are unscheduled, they impact the Department’s ability to carry out its mission and place an unnecessary burden on your co-workers and management who have to cover your area/work)
Expectations
Follow University and Facilities Services policies and procedures, specifically but not limited to:(DELETE WHAT IS NOT APPLICABLE)
The Facilities Services Employee Handbook
Under Attendance it states in part:
Staff members are expected to maintain satisfactory attendance by reporting to work as scheduled and keeping unscheduled absences to a minimum.
Excessive unscheduled absences are not acceptable whether or not accrued leave is available.
Employees who do not report to work as scheduled must notify their supervisor in accordance with departmental procedures.
Repeated or excessive unscheduled and/or unauthorized absences, or failure to follow departmental procedures for reporting absences, may result in corrective action, up to an including dismissal.
Employees are expected to report to work and be ready to work at the beginning of their shift.
Each employee is expected to know and adhere to his/her schedule, including breaks….
Employees who will be late are expected to contact their supervisor in accordance with the department’s reporting procedures.
Employees who are late will not be paid for time absent.
Failure to maintain satisfactory attendance, and/or failure to report unscheduled absences in accordance departmental reporting procedures may result in corrective action, up to and including dismissal. Employees are required to adhere to their department’s reporting procedures. Failure to use appropriate call-in procedure may result in corrective action.
….being absent without notification is neglect of duty and a violation of FS procedures.
(DELETE WHICH CONTRACT LANGUAGE IS NOT APPLICABLE)
The UW-WFSE Collective Bargaining Agreement underSick Leave 29.1 (f)states in part:
No Abuse of Sick Leave. The union and Employer agree that the abuse of sick leave will not be condoned.
The UW-SEIU 925 Collective Bargaining Agreement under Sick Leave 10.1 (f)states in part:
No Abuse of Sick Leave. Both parties agree that neither the abuse nor the arbitrary denial of sick leave will be condoned.
XX(INSERT APPROPRIATE DEPT POLICY AND/OR ACCOUNTABILITY PROTOCOLS; DELETE IF NONE)
Report to work on time and comply with your designated work schedule.
Actions to be Taken:
When you call in to report your absence and/or lateness to work, you must contact the following and provide:
-XX (INERT SUPERVISOR NAME & NUMBER) and/or XX (INSERT NAME & NUMBER OF BACK UP CONTACT AREA/OFFICE)
-The specific reason you will not be in and/or why you will not be in at the start of your shift
-The specific time when your supervisor/manager can expect you to report to work. If you cannot report to work at that time, you must notify your supervisor/manager of the revised report to work time.
For the XX (INSERT LENGTH) months if you call in sick, a doctor’s note must be provided to FS HR within 24 hours of the absence. Your medical documentation should be sent directly to:
XX (INSERT Reggie TaschereauOR Anne Marie Marshall), FS Employee Relations Manager
UW Box 352215

Phone: (206) 221-2397/OR/(206) 221-4349
Fax: (206) 543-5135
Failure to adhere to these expectations immediately may result in further corrective action, up to and including dismissal.If you have questions regarding these expectations, please discuss with me immediately.
CareLink is available for all employees to discuss workplace and/or personal issues. 866-598-3978.

FS HR 11/2017SUPERVISOR/MANAGER SIGNATURE: ______DATE: ______