When evaluating the performance of unionized employees, which considerations apply?

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When evaluating unionized employees, the process must align with the collective bargaining agreement, the contract procedures, and any dispute resolution mechanisms, and it should respect seniority where the contract provides. This means performance ratings and related actions are governed by negotiated rules, not by arbitrary judgment. Following the contract ensures employees have a clear, fair path to address concerns or disagreements through grievance or arbitration if needed, and it keeps seniority considerations consistent with what the agreement allows.

Ignoring the collective bargaining agreement and applying ratings uniformly would bypass the protections and procedures the union contract establishes, risking grievances and unfair results. Relying on informal feedback instead of the contract procedures bypasses formal channels and can violate the agreed-upon process. Relying solely on disciplinary records to determine performance overlooks current performance, context, and the contractual procedures that shape how performance is assessed and acted upon.