Michael:
Thank you for the prompt response and the clarification of the nature of this letter.
The grievance went to you because Susan has been out of the office dealing with a personal issue and the next Supervisor is on Admin leave and will not return until September 1st. Therefore we sent it to you so it could be dealt with promptly.
The grievance is because the employee is never given any explanation what the meeting was for and counseling was never mentioned by the Supervisor or the Assessor. With the paragraph stating could lead to further discipline or termination, you can see how the employee, as well as the Union, could take this as a disciplinary letter.
The other concern we had with this and also confused us to the nature of the letter was the reference to the use of EAP. If this is a counseling letter and Mrs.Dunn had indicated that she was having problems then yes EAP is relevant but nowhere is that indicated or noted. …show more content…
Payne’s letter.
As to the time line, the original was filed with Human Resources on the 15th of August at 4 pm the last day, it could be filed, and a revised version was filed on the 16th as stated in a reply email to you.
We would ask that an email or letter be sent to Mrs. Dunn explaining that this was only a counseling letter and it will not be placed in her file and will not have any bearing on her next evaluation or any disciplines.
I would like to suggest that Mrs. Payne is given a template of how to write a counseling letter and others to help avoid this in the future.
Again thank you for taking your time to resolve this matter.
At this time we withdraw the
Thank you for the prompt response and the clarification of the nature of this letter.
The grievance went to you because Susan has been out of the office dealing with a personal issue and the next Supervisor is on Admin leave and will not return until September 1st. Therefore we sent it to you so it could be dealt with promptly.
The grievance is because the employee is never given any explanation what the meeting was for and counseling was never mentioned by the Supervisor or the Assessor. With the paragraph stating could lead to further discipline or termination, you can see how the employee, as well as the Union, could take this as a disciplinary letter.
The other concern we had with this and also confused us to the nature of the letter was the reference to the use of EAP. If this is a counseling letter and Mrs.Dunn had indicated that she was having problems then yes EAP is relevant but nowhere is that indicated or noted. …show more content…
Payne’s letter.
As to the time line, the original was filed with Human Resources on the 15th of August at 4 pm the last day, it could be filed, and a revised version was filed on the 16th as stated in a reply email to you.
We would ask that an email or letter be sent to Mrs. Dunn explaining that this was only a counseling letter and it will not be placed in her file and will not have any bearing on her next evaluation or any disciplines.
I would like to suggest that Mrs. Payne is given a template of how to write a counseling letter and others to help avoid this in the future.
Again thank you for taking your time to resolve this matter.
At this time we withdraw the