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Employee Relations

William & Mary's Employee Relations team is here to assist you with your questions related to staff concerns and issues. As a supervisor or manager, you may encounter the need for assistance with the following:

Progressive Discipline

The goal of progressive discipline is to correct poor work behavior and create a better and more productive employee. The three steps include:

  1. Verbal counseling
  2. Written counseling
  3. Final warning

A process through which an employee can raise a workplace concern with agency management. It can have up to four phases including:

  1. Manager resolution steps
  2. Qualification for hearing
  3. Hearing
  4. Review of hearing decisions

Please note that not all grievances qualify for a hearing.


Mediation is a process in which the parties meet with a mutually selected impartial and neutral DHRM staff member who assists them in the negotiation of their differences or disputes. UHR staff assists in coordinating these sessions.

Performance Management Counseling

Counseling should be initiated by the supervisor immediately upon recognizing inadequate performance or the inability to meet performance expectations or requirements. Supervisors should notify UHR to assist in the process of supporting the improvement of the employees performance. In some cases, a Performance Improvement Plan (PIP) may be necessary. 

Virginia Employment Commission (VEC) Claims of Unemployment

Employees should not be discouraged to apply for unemployment. The VEC works with UHR and supervisors to make the determination of appropriateness.

Additionally, the Office of Employment Dispute Resolution offers a Workplace Consultation Program which includes four proactive and early intervention approaches:

  • Conflict coaching
  • Skill-building trainings
  • One-on-one consultations
  • Statewide Workplace Mediation Program