1. Subject: Discipline and Termination
(Applies to administrative and professional staff only.)
2. General Policy Statement
Super X Drugs recognizes it has a responsibility to inform administrative and professional staff of unsatisfactory performance in a timely and open manner.
The efforts made by Super X Drugs in making the corrective efforts are expected to increase as the length of service.
Definitions
Misconduct - action on the part of the employee such that the employment association itself is repudiated or irreversibly damaged. Super X Drugs does not tolerate any misconduct;
Misconduct may include, but is not limited to the following:
o Absence without notice, o Assault, o Defiance, o Negligence, o Unauthorized possession or use of Super X Drugs property
Non-Avoidable Circumstances: a situation where an employee is unable to accomplish the requirement of the employment tasks due to uncontrollable circumstances.
Insufficient Performance: may be action on the part of the employee, which is a form of misconduct, or be the failure to satisfy task requirements, where ...
One of the Board’s responsibility is to conduct disciplinary proceedings. Conducting disciplinary responsibility relates to the mission of NSBON because it ensures that the public’s safety is protected. Conducting disciplinary proceedings ensures that nursing practice acts and laws are followed. In doing this, NSBON is ensuring the safety of the public by considering whether a violation has been committed. The suspension or
...g went to the fact that even though the business did not purposely discriminate, it did in fact due to a policy that is discriminatory in nature. In other words, the true reason for the firing was directly related to substance abuse. Although the employee was technically not let go due to the abuse specifically, the fact that this occurred in fact is enough to render the policy unfair. I feel that this law provides great value to my workplace as, it protects those who have made mistakes at the workplace due to a disability. In this case it was substance abuse, but the same concept could be applied to other conditions that alter behavior.
The Missouri State Board of Nursing had several violation and disciplinary actions set for a hearing to review. The violation against one nurse was a second offense. A disciplinary action is for a first-time offense. Each action taken by the board is done with a group discussion and later deliberated to come to a final decision. The violators are then notified by mail. The two I chose are a violation and then a disciplinary action.
At the outset of the selected topic concerning Motivation and Satisfaction, it is imperative to clarify and elucidate what both these terms – Motivation; and Satisfaction– actually mean and connote in the psychological framework.
Unethical behavior is a behavior which is not morally correct. When one is encouraged to embrace unethical behavior and actions, they are "trapped." They are psychological in nature, and such traps distort perceptions of what is wrong and what is right. One actually ends up believing that his or her unethical behavior is right and ethical. If one is not aware of their behavior it is hard for them to tell if their behavior is actually acceptable and ethical. Just like in the Stanford Prison Experiment, the volunteer guards adopted to their new roles. Within hours of beginning the prison experiment, some of the guards began to abuse their power and harass prisoners in that experiment. The volunteer guards behaved in a sadistic and brutal manner.
Coercion can be defined as forcing someone to do something they do not want to do. In order to determine if coercion will be successful or not one has to look at four key principles: communication, capability, credibility and compliance or “target will.” While the peace settlements after World War I could have been considered coercive, they probably had very little chance of success based on these four stated principles. France communicated that it wanted unreasonable demands including unlimited reparations for the war. Without Great Britain and the United States, France had little capability in enforcing the settlements. In addition, it had little to no past reputation of being able to support its decision in upholding the settlements. Finally,
Irrefutable evidence that the employee poses a danger to others is information that the employer must act on immediately in order to protect others. However, if an employer has only a reasonable suspicion, the immediate supervisor should speak to the employee and determine if corrective or preventative action is necessary based on the foresee ability of harm. Both irrefutable evidence and reasonable suspicion are reasonable foreseeability of harm. Negligence law rests on the premise that members of society normally should behave in ways that avoid the creation of unreasonable risks of harm to others (Mallor, Barnes, Bowers, & Langvardt, 2013). Failure by an employer to take corrective or preventative action when an employee poses a danger to others may create a breach of duty and could result in a
When it comes to criminal justice there are several other options to punish someone rather than incarceration, any of these options can be used in place of incarcerating someone based on the individual needs. Does the person who drinks habitually need to go to jail for their fifth DUI, or do they need alcoholism classes? At the same time sometimes incarceration is the only option. Incarceration is a very costly process, and leaves the person who is incarcerated “institutionalized” where all they know is the system, and do not know how to survive outside of it. It is all a cost versus benefit battle.
There is a difference between abuse and discipline and when this line is crossed, children cannot benefit from positively reinforced behavior. Neglect and abuse are not functions of discipline, and should never be used to punish your child. The point of disciplining children is to teach them right from wrong not to make them live in fear of making mistakes. Parents need to understand the fine line between abuse and discipline. Discipline should be positive reinforcement, it should be consistent, and it should be a learning opportunity for the child. Child abuse and neglect will affect the parent-child relationship, it will brutalize the parents, and can affect the child's life forever. It is important to positively reinforce good behavior and discipline to benefit both the children and the parents.
Cascio (2016) stated "Ethical behavior is not governed by hard-and-fast rules. Rather, it adapts and changes in response to social norms. This is nowhere more obvious than in human resource management" (p. 574). There are also many potential ethical issues which organizations may face when operating a manufacturing plant in the United States. Some of the issues organizations may face could include working conditions for employees, obtaining employee information, preferential treatment, as well as establishing ethical policies and procedures for employees to follow. It is important that the organization is ethical in it 's practices because many times employees will follow by that example.
The definition of anger is a hormonal rage that prepares the body to fight or run. There are many types of anger and there are also many cure. Anger has symptoms and side effects and some people can control and handle their anger better than others.
Another large debate in the issues and impacts of obesity is the responsibility of employer’s. Especially for those whose obesity comes from a sedentary lifestyle. Or perhaps need the preventative measures of keeping obesity at bay. A hot topic on the rise is whether or not employers should be mandated to give employees a work-out period in their schedule. The employers could offer employee’s incentives for utilizing resources (a company gym, discounted memberships, and dietician, walking a company track) and by using the resources keep costs low. Though initially it could be costly to take on the responsibility to offer extra incentives to employee’s it could offer long term potential savings. (Villareal, Apovian, Kushner, and Klein 2005) Those whose companies offer various programs and actively engage in them express more happiness, productivity, a greater quality of life, and overall better health. Better health allows for employee’s to serve their employers better. They use less sick pay, keep insurance premiums low, and are more likely to be in tune with their daily job. So while the initial cost may be high, the long term financial gain of a happy, healthy, productive team is hard not to invest in!
In every work place you will find employees who are happy with what they do and employees who are just there to complain and collect a paycheck. My topic for this discussion will cover job dissatisfaction.
A toxic coworker is someone who demonstrates a pattern of behaviors at work that can negatively affect others. A toxic employee is someone that is motivated by personal gain, uses unethical and mean-spirited actions to manipulate and annoy those around them. Toxic employees do not recognize respect towards others in the organization they work for or their co-workers, as far as ethics or professional conduct go. A bully is someone that repeatedly mistreats a coworker by verbal abuse, threats, intimidation, humiliation, sabotage or a combination of these. The bully is trying to place the target in a powerless position so that the bully can have control and manipulate the victim; this in turn creates a negative work environment.
This chapter puts forward the research literature related to the current study. In the course of this, different concepts, ideas and opinions that the researchers have provided are enriched and elucidated. The conceptual literature and research literature of the guidance and counseling and evaluating guidance and counseling programs was gat...