ÌÇÐÄVlog

Employee Relations is here to support you by providing guidance on HR policies and helping you navigate workplace concerns. Common areas we assist with include:

• Work environment challenges
• Conduct and behavior expectations
• Communication concerns
• Workplace relationships
• Career development and growth
• Concerns about work quality
• Management practices
• Access to resources and support
• Perceived unfair treatment
• Questions related to University policies

If you need support, please email hremployeerelations@georgiasouthern.edu to request assistance.

Forms for Employees

The Employee Relations forms provided below are available electronically. If you prefer a physical copy, they may be obtained from a Human Resources office during regular business hours.

• • To report a concern, complete the form and email it to hremployeerelations@georgiasouthern.edu or drop it off at Human Resources during regular business hours.
• • This form is for employees wishing to appeal a suspension, demotion, termination, or rehire status. 

Employee Relations partners with managers and supervisors to support effective performance management and address workplace concerns. We provide guidance on conduct and performance expectations, the progressive discipline process, and other employee-related matters.

Common areas of support include:

• Setting and communicating performance expectations
• Navigating the progressive discipline process
• Attendance and accountability
• Addressing quality of work concerns
• Management practices and team dynamics
• Organizational effectiveness and strategic planning
• Resource and tool identification
• Questions about University and Board policies
• Strengthening working relationships with employees
• Developing 

Supervisors play a critical role in setting the tone for open communication and employee success. This begins with clear expectations during orientation and continues through ongoing feedback and coaching. Regular, honest conversations about job performance help build trust and support employee growth.

Employee Relations Support

Individualized sessions are available to support managers and supervisors in identifying and attaining goals to support their workplace effectiveness. These sessions are tailored to meet the specific needs of the individual and may include an analysis of management approach, communication skills, conflict style, and skill development level in supervisory and management practices. In addition, the Employee Relations staff provides resources to improve leaders’ training and counseling skills. These meetings can be done through individualized meetings and/or phone consultations. Please contact Human Resources to set up an appointment at HREmployeeRelations@georgiasouthern.edu.

At ÌÇÐÄVlog, we use a progressive discipline approach to help employees meet expectations and succeed in their roles. This process is designed to correct issues through clear communication, guidance, and opportunities for improvement – while reinforcing accountability for both employees and supervisors. The goal is to support a respectful, productive work environment and ensure that expectations are clearly understood and consistently applied.

Employees are expected to perform their duties in accordance with University and Board policies, as well as applicable laws. When concerns arise, appropriate disciplinary action may be taken by the supervisor, department leadership, and Human Resources. All actions will be fair, consistent, and follow established procedures.

Training

• Orientation
• Job-specific
• Outlines Expectations

Counseling

Counseling is the ongoing process whereby the supervisor directs the development of the employee through regular performance feedback. If the employee is meeting the supervisor’s expectations, positive feedback can be used to reinforce good performance and influence the employee. Counseling helps you address specific workplace concerns, such as conducting difficult performance evaluations, discussing corrective action with an employee, or managing difficult workplace situations, problems, and conflicts.

Counseling occurs when there are performance problems. The supervisor should use counseling to address performance issues before initiating any corrective action. The supervisor must meet with the employee to clarify the performance expectations and determine what obstacles are impeding the employee’s ability to perform to standard. At this time the position description can be utilized as a tool for looking at job responsibilities. These obstacles might include, for example, a lack of clear instructions, a need for training, a lack of tools/resources, or the impact of another employee’s behavior.

The supervisor’s role is to minimize the barriers to acceptable performance.

In holding a counseling meeting, the supervisor should do the following:

• Before the meeting – review relevant documentation.
• During the meeting – state the problem in terms of expected performance vs. actual performance; allow the employee to respond, and jointly develop a solution.
• After the meeting – document the meeting; and most importantly, follow up.

The counseling meeting should be viewed as developmental rather than punitive. The supervisor should stress that counseling is not part of the corrective action procedure, but that corrective action may result if the employee does not change the job behavior. Written documentation pertaining to the counseling meeting is not kept in the employee’s personnel file but should be kept in the departmental file or a management working file.

Counseling actions are not eligible for appeal.

Written Warning

• Completed on the DAF (Disciplinary Action Form)
• Expresses desired conduct or performance expectations
• Details consequences
• Where to find help
• Kept at the departmental level

Written warnings are not eligible for appeal.

Final Written Warning

• Requires HR approval prior to issuance
• Completed on the DAF (Disciplinary Action Form)
• Serves as a final call to attention
• Includes history (counseling, written, etc.)
• Serves the same functions listed above for Written Warning
• Goes to Human Resources file with all supporting documentation

Final written warnings are not eligible for appeal.

Termination

• May also opt for suspension or demotion (although rarely used)
• Termination is APPEALABLE!
• Must be authorized by the AVP of Human Resources/ the Office of Legal Affairs

Progressive Discipline Forms and Resources

• Further Guidance can be requested via HREmployeeRelations@georgiasouthern.edu