These articles are directed to Federal managers and supervisors who are considering interviewing (questioning) an employee concerning some allegedly bad or questionable behavior. I have been doing a bunch of supervisory training lately and hearing lots about union representatives who appear to be seeking a profit opportunity based on managers’ lack of training and/or experience in conducting disciplinary fact-gathering meetings.
Part One, Generally Let the Pros Handle ‘Em or Try An Alternate Method looks at the ins and outs of running a Weingarten or Investigative meeting. Included in the article is a planning checklist for a supervisor or manager anticipating such a meeting..
Part Two, Some Options to Consider looks at why supervisors don’t have to hold a meeting and why it might be in your interest to try another way of getting information from an employee alleged to have committed misconduct.
What can you take away from these articles that will help you better do your job as an HR practitioner? What information can you share with supervisors as part of your advisory responsibilities?