DISCIPLINE

1
DISCIPLINE ADVERSE ACTIONS - KN Employees

• O, SIN HUI
• Human Resources Specialist (Emp Rela),
• 768-7294

2
RESPONSIBILITIES

• Ensure standards of conduct are known by the work
  force
• Standards of Conduct
• USFK Reg 690-1, Appendix F
• Initiate disciplinary action in a timely manner

3
PURPOSE OF DISCIPLINE

• Promote efficiency of the service
• Maintain order/discipline
• Modify undesirable behavior

4
DISCIPLINARY ACTIONS

• Maintain morale improve behavior
• Corrective, not punitive
• Correct behavior not performance problems
• Progressively more severe

5
PROGRESSIVE DISCIPLINE

• An opportunity to change
• Avoid excessive/harsh or arbitrary penalty
• Table of Penalties
• USFK Reg 690-1, Appendix E

6
PERFORMANCE VS.CONDUCT

• Misconduct Corrective action
• Informal Formal
• Poor performance
• Performance based action

7
INFORMAL DISCIPLINARY ACTIONS

• Oral Warnings/Admonishments
• Letter of Caution, Letter of Counseling
• Letter of Requirements

8
FORMAL DISCIPLINARY ACTIONS

• Written Reprimand
• Suspension
• Removal

9
PENALTY SELECTION

• FACTORS for Consideration
• Nature Seriousness of Offense
• Job Level Type of Employment
• Past Disciplinary Record
• Past Work Record
• Effect of Offense

10
FACTORS FOR CONSIDERATION

• Consistency of Penalty
• Notoriety of Offense
• Clarity
• Potential for the Rehabilitation
• Mitigating Circumstances
• Adequacy Effectiveness of Alternative Sanctions

11
WARRANTED DISCIPLINE

• AWOL
• LWOP
• Reporting late to work/Leaving early from
  work/Breaks
• 1st time vs. a pattern of being late

12
WARRANTED DISCIPLINE

• Failure to comply with instructions
• Insubordination
• Discourtesy
• Submission of inaccurate information
• Falsification

13
WARRANTED DISCIPLINE

• Unauthorized use of alcohol/Being under the
  influence of alcohol
• Misuse or abuse of government property
• Pilfering/Theft of gov property

14
WARRANTED DISCIPLINE

• Fighting /Creating disturbance or disruption at
  worksite
• Sleeping on duty
• Negligent performance of duties
• Sexual harassment

15
GRIEVANCES APPEALS - KN employees

• O, SIN HUI
• Human Resources Specialist (Emp Rela),
• 768-7294

16
GRIEVANCE

• USFK Reg 690-1, Chapter 13
• Oral or written expression of dissatisfaction
• Work conditions on-the-job relationships
• Personal Relief Sought
• Informal Grievance
• Formal Grievance

17
FORMAL GRIEVANCE

• Must be submitted within 14 calendar days after
  the following events
• Receipt of a written memo of resolution of an
  informal grievance
• Effective date of a suspension action
• Receipt of a formal letter of reprimand

18
FORMAL GRIEVANCE

• The Deciding Official
• Conduct investigations
• May modify suspensions or formal reprimands by
  substituting lesser penalties or by canceling
  them
• Deliver a final decision within 20 calendar days
  from the receipt

19
APPEAL

• Written request for reconsideration of an adverse
  action
• Must be submitted within 14 calendar days after
  the effective date of a removal or
  termination-involuntary action based on
  unsatisfactory rating

20
APPEAL

• KEUs representation
• Review of appeal file convention of appeal
  board by Asst CofS, G-1, Civilian Personnel
  Division
• Forwarding appeal file to USFK Korean Employees
  Appeal Board (KEAB)

21
LEAVE MANAGEMENT - KN employees

• O, SIN HUI
• Human Resources Specialist (Emp Rela),
• 768-7294

22
LEAVE MANAGEMENT

• USFK Reg 690-1, Chapter 7
• Leave Policy
• Leave Request SF 71
• Prior Approval (48 hours in advance)
• Leave Charges Hour-for-hour basis

23
TYPES OF LEAVE

• Annual leave
• Sick leave
• LWOP
• Enforced leave
• Maternity leave
• Administrative leave (Excused absence)

24
AWOL

• Absence from duty that has not been approved
• Non-pay status
• Basis of disciplinary action
• Must be recorded on time attendance sheet
• Increments of quarter hours

25
SICK LEAVE

• When an employee is incapacitated to perform
  duties
• When an employee takes care of immediate family
  members
• - spouse, child, parents, or spouses parents
• - up to 13 workdays per year
• - up to 5 workdays per year (advanced S/L)

26
SICK LEAVE ABUSE

• Questionable sick leave patterns
• On the 1st workday after pay days
• Before or after a holiday
• On the 1st or last workday of the workweek
• When workload is heaviest or is expected to be
  heavy

27
SICK LEAVE ABUSE

• Questionable sick leave patterns
• During inclement weather/unusually nice day
• On days when AL was requested and was denied
• On the same calendar day of the week

28
SICK LEAVE ABUSE

• Medical certificate for sick leave request
• More than 3 days absence
• Individual cases of suspected abuse
• Request for physical fitness exam -
  Termination-disability

29
EXCUSED ABSENCES

• Installation closings
• Emergency conditions
• Absences connected with employment
• Nursing an infant child
• Absence for voting
• Use of official time by KEU officials

30
MATERNITY LEAVE

• Permanent Temp Employees
• To be eligible for payment from the ROK EIP
  funds, enrollment of 180 days required
  immediately preceding the maternity leave
• A total of 90 continuous calendar days
• No less than 45 days for use after delivery

31
MATERNITY LEAVE

• First 60 days with pay
• The remaining 30 days leave w/o pay
• - compensated by ROK EIP funds
• included in the employees total creditable
  service
• will be creditable toward A/L, S/L, and
  bonus/severance pay
• Not permitted to work OT more than 2 hrs a day, 6
  hrs a week, or 150 hrs during the 1st year after
  childbirth

32
CHILDCARE LEAVE

• An employee who has an infant less than 1 year of
  age is eligible.
• The employer will not pay any portion.
• Compensated by the ROK Gov.
• To be eligible for compensation from the EIP
  funds, completion of more than 1 year of USFK and
  enrollment of 180 days in the EIP required.

33
CHILDCARE LEAVE

• An employee whose spouse is also on childcare
  leave to take care of the same child is not
  eligible for payment from ROK EIP.
• The period of childcare leave will not exceed 1
  year nor extend beyond the first birthday of the
  infant.
• An employee will provide notice of intent to take
  childcare leave at least 8 weeks before leave is
  to begin.
• Supervisor will initiate a RPA for childcare
  leave w/o pay.

34
PAID DAYS OFF for FAMILY EVENTS(Effective 1 Jul
03)

• Marriage of employee 7 days
• Marriage of employees child 2 days
• Marriage of employees and spouses brother and
  sister 1 day
• Funeral of employees parents 6 days
• Funeral of employees spouse 6 days
• Funeral of employees child 4 days

35
PAID DAYS OFF for FAMILY EVENTS(Effective 1 Jul
04)

• Funeral of spouses parents 6 days
• Funeral of employees brother and sister and
  their spouse 1 day
• Funeral of employees parents brothers and
  sisters and their spouse 1 day
• Childbirth (Husband) 1 day

36
PAID DAYS OFF for FAMILY EVENTS

• 60th birthday of employees parents
• 1 day
• Continuous workdays
• Legal holidays are counted as workdays
• Scheduled days off are not counted
• SF 71 Employees record card

37
VOLUNTARY LEAVE TRANSFER PROGRAM (VLTP)

• Effective 1 Jan 99
• Leave Recipient Application
• Permanent employees with temporary medical
  emergency
• Depletion of current leave balance
• LWOP status for a minimum of
• 40 hours

38
VOLUNTARY LEAVE TRANSFER PROGRAM (VLTP)

• Leave Recipient Application
• USFK Form 188EK
• Most recent leave earnings statement
• Medical statement in English
• Notify the supervisor of termination of medical
  emergency in writing

39
VOLUNTARY LEAVE TRANSFER PROGRAM (VLTP)

• Leave Donors
• USFK Form 189EK
• Minimum amount for donation is
• 1 hour
• Projected leave hours may not be donated
• No transfer to the supervisor

40
LABOR-MANAGEMENT RELATIONS

• Labor Management
• Agreement
• between
• USFK KEU
• (Effective 21 Feb 2001)

41
MANAGEMENT RIGHTS(Determine/Change)

• Mission Function, Budget, Organization
• Number of employees
• Internal Security Practices
• Numbers, Types, Grades of employees
• Work Project, Tour of Duty

42
MANAGEMENT RIGHTS(Determine/Change)

• Technology, Methods, Means of Performing Work
• Hire, Assign, Transfer, Promote, Direct, Reward,
  Train, Retain, Separate, Suspend, Remove, Reduce
  in Grade, or Take other disciplinary action
  against employees
• Assign Work, Determine the personnel by which
  operations shall be conducted

43
MANAGEMENTS OBLIGATION

• INFORM
• CONSULT
• NEGOTIATE

44
INFORM

• Any planned changes affecting the employees
  their employment conditions
• In writing, except when the urgency of situation
  does not permit written communication
• Six months in advance

45
CONSULTATION

• To deliberate together
• To ask advice
• To seek opinion
• To discuss or consider
• To reach a mutual agreement or to obtain the
  others consent not required

46
CONSULT WHAT?

• Impact of decisions resulting from the exercise
  of management rights.
• Conduct of wage and benefits determining survey

47
NEGOTIATION

• To meet and confer with another so as to arrive,
  through discussion, at some kind of agreement or
  compromise about something
• To come to terms by meetings and discussions

48
OFFICIAL TIME FOR KEU OFFICIALS

• To attend union-mgmt meetings
• To participate in official union-mgmt activities
• To participate in formal grievance appeal
  hearings
• To attend the KEU Central Committee meeting by
  KEU Central Committee members

49
OFFICIAL TIME FOR KEU OFFICIALS

• To visit ROK Government offices, the Federation
  of Korean Trade Unions
• To participate in local Korean government/communit
  y activity to which officially invited as union
  representatives

50
OFFICIAL TIME FOR KEU OFFICIALS

• To attend training or meetings required by the
  ROKG for union officers
• To attend employee family events as described
  under USFK Reg 690-1
• To visit union subchapters or to visit local
  government offices or civilian organizations to
  discuss/coordinate matters of USFK KN employee
  interest

51
OFFICIAL TIME FOR KEU OFFICIALS

• Internal union affairs (conventions meetings,
  elections, etc.) Off-duty hours off-post
• Distribution of union literature solicitation
  of membership will not be conducted during
  regular work hours

52
CRITERIA ON USE OF OFFICIAL TIME-OFF

• The National President - up to 100 (40 hours per
  week)
• The National Senior Vice President, the Senior
  Advisor, and Secretary General - up to 90 (36
  hours per week)
• Vice-Presents at national level, Chapter
  Presidents, and Chief of Administration
  Department at national level - up to 60 (24
  hours per week)

53
CRITERIA ON USE OF OFFICIAL TIME-OFF

• Subchapter Presidents, Vice Presidents and Chiefs
  of General Affairs of Chapters and Chiefs of
  Departments at the National level - up to 25 (10
  hours per week)
• Chiefs of Departments at the Chapter level NTE
  8 hours average per month

54
REPORT OF USE OF OFFICIAL TIME

• Chapter presidents will provide written schedule
  that shows dates and expected duration of
  official time to be used and the purposes.
• All other union officials desiring to use
  official time will submit a request for time-off
  with adequate justification to the immediate
  supervisor.

55
REPORT OF USE OF OFFICIAL TIME

• Time-off request will not be denied by
  supervisors except in emergencies. Alternate
  time-off period can be granted.
• Supervisors will document the total official duty
  time used as other leave (Administrative Leave).

56
VOLUNTARY UNION DUES ALLOTMENT

• Request Authorization for Voluntary Allotment
  of Compensation for Payment of Employee
  Organization Dues
• Deductions will be effective on the 1st full pay
  period after the receipt of payroll office
• 0.9 of the employees basic pay equivalent to an
  amount for 160 hours

57
VOLUNTARY UNION DUES ALLOTMENT

• Revocation of withholding Prepare USFK Form
  101EK or other written request in triplicate
• Revocation of due allotment will be effective on
  the 3rd full pay period after the receipt of
  payroll office

58
PERFORMANCE APPRAISALS(KN Employees)

• USFK Reg 690-1, Chapter 14
• Objectives
• To improve individual and organizational
  effectiveness
• To use the performance appraisal to assist in
  determining the need for training, CLGs, or
  separation when performance is not adequate

59
PERFORMANCE MANAGEMENT - KN employees

• O, SIN HUI
• Human Resources Specialist (Emp Rela),
• 768-7294

60
PERFORMANCE APPRAISALS(KN Employees)

• To serve as the basis for recognizing outstanding
  performance incentive awards decisions
• Responsibilities
• Establish performance requirements
• Advise employees of the level at which their
  performance is progressing

61
PERFORMANCE APPRAISALS(KN Employees)

• Determine job training activities that will
  assist employees in improving their overall
  performance
• Prepare official performance appraisals based on
  rating period

62
PERFORMANCE APPRAISALS(KN Employees)

• Initiate proper personnel actions after an effort
  for improvement
• Initiate nominations for outstanding performance
  ratings other honorary or cash awards for
  outstanding performance

63
PERFORMANCE APPRAISALS(KN Employees)

• USFK Form 155EK
• Six Rating Elements
• Quantity of Work/Quality of Work
• Cooperation/Initiative
• English Ability
• Supervision Administration

64
PERFORMANCE APPRAISALS(KN Employees)

• Overall Rating
• Outstanding
• Satisfactory
• Unsatisfactory
• Letter of Warning (Warning Period)
• Grievance or Appeal Rights

65
PERFORMANCE APPRAISALS(KN Employees)

• RATING PERIOD
• Category Rating Period To CPAC
• KWB-01 05 1 Nov 31 Oct 30
  Nov
• KGS-01 06 1 May 30 Apr 31
  May
• KGS-07 13 1 Feb 31 Jan
  28 Feb
• KWB-06 13 1 Aug 31 Jul 31
  Aug

66
INCENTIVE AWARDS

• AR 672-20
• EUSA PAM 672-30
• USFK Reg
• 690-1, Chp 16

67
INCENTIVE AWARDS

• Benefits
• Motivate the staff
• Increase productivity morale
• Efficient operations
• Promptness
• Equity in Recognition

68
INCENTIVE AWARDS

• Avoiding Pitfalls
• Showing favoritism
• Exceeding reasonable time limits
• Delaying recognition
• Annually repetitive awards
• DA Form 1256

69
INCENTIVE AWARDS

• Monetary Awards
• Sustained Superior Performance Award (SSPA)
• On-the-Spot Cash Award
• Special Act/Service Award (SASA)
• Time off Award (TOA)

70
LENGTH OF SERVICE AWARDS

• Creditable service based on SCD
• Years of Service Cash Award
• 5 100.00
• 10 325.00
• 15 420.00
• 20 550.00
• 25 650.00
• 30 750.00
• 35 850.00
• 40 950.00
• 45 1,050.00
• 50
  1,150.00

71
INCENTIVE AWARDS

• HONORARY AWARDS
• Commanders Award for Civilian Service
• Achievement Medal for Civilian Service
• Certificate of Achievement

72
WHEN INJURED AT WORK

• USFK Reg 690-1, Chapter 5
• Section 8103, the US Federal Employees
  Compensation Act
• (FECA)
• OWCP, DOL

73
INJURY COMPENSATION

• BENEFITS
• Compensation for wage loss
• Medical Care
• Funeral Burial expenses
• Survivors Benefit
• OWCP procedures allow 180 days
• for foreign claims

74
INJURY COMPENSATION

• Report Every Job Related Injury
• Traumatic Injury
• Time Place of occurrence
• Occupational Disease
• Continuing conditions of work environment

75
USFK Designated Local Hospitals in Area IV

• Dong-san Medical Center
• (Presbyterian Hospital, Taegu)
• Kumi Soon Chon Hyang Hospital (Waegwan)
• Dongui University Hospital (Pusan)

76
INTRODUCTION TO FORMS

• USFK Form 202EK (KNs Notice of Occupational
  Disease Claim for Compensation)
• USFK Form 203EK (Request/Authorization for Exam
  and/or Treatment)
• USFK Form 204EK (KNs Notice of Traumatic Injury
  Claim for Pay/Compensation)

77
INTRODUCTION TO FORMS

• USFK Form 205EK (Claim for Compensation by Widow,
  Widower, and/or Children)
• USFK Form 206EK (Official Supervisors Report of
  Employees Death)