Therefore, requests for reassignment based on these characteristics will not be permitted, unless required by law or clinically indicated.
Medical Center Managers: Guidelines for Staff Requests for ReassignmentĬonsistent with UVA’s Notice of Non-Discrimination and Equal Opportunity, its policy on Preventing and Addressing Discrimination and Harassment, Medical Center policy and the ASPIRE values, staff are expected to provide care and treatment to all patients without regard to age, color, disability, gender identity or expression, marital status, national or ethnic origin, political affiliation, race, religion, sex (including pregnancy), sexual orientation, veteran status, and family medical or genetic information. Layoff Worksheet for Classified Restricted Employees from Full-Time to Part-Time.Initial Notice of Layoff, Non-Restricted.Fitness for Duty Standard Operating Procedures for the Medical Center.Employee Fitness for Duty - Initial Observation Report.Sample Expectations in the Workplace Letter.Sample letter request for Absence documentation.Standards of Conduct - outline of UVA’s progressive discipline process.When this has been unsuccessful, use the resources below to take action and please consult your Employee Relations Consultant. Critical factors include reviews of previous counseling with the employee, actions in similar cases, similarly situated employees, and mitigating circumstances. When considering disciplinary action, managers should focus on job duties and the employee’s ability to perform satisfactorily. If managers have concerns about employee job performance, or behavioral conduct, they may engage in the corrective disciplinary process. If the initial corrective action is unsuccessful, or the nature of the conduct warrants immediate action, disciplinary action will be communicated via a Written Notice document listing the Group Offense type (1, 2, or 3). The process begins with counseling, either informal (verbal or written) or formal. Related circumstances and mitigating factors, if any exist.The nature, consequence, (or potential consequence) of the employee’s conduct or performance and/or.Time Off Toggle the child navigation of the 'Time Off' list itemĬareers at UVA Toggle the child navigation of the 'Careers at UVA' list itemĬorrective actions, whether informal or formal, must depend on: Life Changes Toggle the child navigation of the 'Life Changes' list item Wellness Toggle the child navigation of the 'Wellness' list itemĬareer Development Toggle the child navigation of the 'Career Development' list item Benefits Toggle the child navigation of the 'Benefits' list item
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