Introduction Zero tolerance is a way to eliminate undesirable behavior among employees and provide an automatic punishment for violating company rules. These policies keep those in managerial roles from bending the rules or to use their own discretion. Some of the more prominent issues that fall into a zero tolerance category include drug use, sexual harassment, violence, fraud, and racial discrimination. The Problem Are Zero-tolerance policies would really address company’s problem on misconducts? Zero-tolerance policies provide for automatic punishment for violating a company rule. Typically, zero-tolerance policies do not give management discretion, and they do not allow managers to consider personal or extenuating circumstances. Proponents …show more content…
Such policies constrain lower-level managers who might otherwise be too lax with subordinates they know and like. And if consistently enforced, zero-tolerance policies can dispel suspicions that some employees are cut slack while others are treated harshly—suspicions that can damage morale or even yield discrimination lawsuits. But zero-tolerance policies can also create needless costs. Replacing an employee, especially a skilled professional, may cost tens of thousands of dollars in recruiters’ fees, training expenses, relocation costs, and productivity lost during the search. I am working in a government but our agency does not have the so-called Incident Response Team. We have our Administrative Officer per district who handles employees’ violations –examine the offense, issues memorandums, imposed necessary penalties in accordance to the company’s code of conduct or endorsed the same to higher authority like the Legal Department for further …show more content…
Moreover, we have our own copy of the manual as our guide on the do’s and don’ts of our agency. Our agency is pro-employee, and our leaders see to it that every employee with violations gone through the due process. Recommendation Violence in the workplace is an issue that most small business owners will not have to deal with. However, the reality is that workplace violence is an increasing problem, and employers should be aware of what they can do to prevent it, as well as the various legal responsibilities and restrictions imposed on them. The best approach to handling violence in the workplace is to prevent it. To curtail violence among employees in your business, take the following steps: • Accept the possibility that workplace violence can occur in your workplace. • Review your recruiting and hiring procedures — where permitted, institute criminal background checks and carefully check all references and former employers. • Check external and internal security. • Where appropriate, use a screening system. • Determine if more stringent security measures are necessary. • Provide external security to prohibit uncontrolled access by outsiders throughout the
The zero tolerance policy has become a national controversy in regards to the solid proven facts that it criminalizes children and seems to catch kids who have no intention of doing harm. Although, there has been substantial evidence to prove that the policies enforced in many schools have gone far beyond the extreme to convict children of their wrongdoing. The punishments for the act of misconduct have reached a devastating high, and have pointed students in the wrong direction. Despite the opinions of administrators and parents, as well as evidence that zero tolerance policies have deterred violence in many public and private schools, the rules of conviction and punishment are unreasonable and should be modified.
This report will review and explore the various uses of the zero tolerance plan and its applications throughout schools in American society. There will be a study on the effectiveness of zero tolerance, an outline of the pros and cons of its usage, an evaluation of a case scenario as it pertains to the utilization of this policy, and a plan of action in formulating a sound disposition. The stakeholders’ perception will be reviewed and how they are impacted in these decisions will be demonstrated. The detailing of the pros and cons of a desired plan of action in response to the situation and the examination of the effectiveness of a zero tolerance policy, will allow for an investigation into the possible outcomes of court rulings in regards to the case. It will also allow for a deeper inspection into the research of the moral and ethical implications of an expulsion due to a violation of a zero tolerance policy.
The punishment does not always fit the crime. Zero tolerance policies began as a way to protect children from potentially violent situation. Over the years, these policies designed to protect are now doing more harm than good. Children are being punished for simply being children. Zero tolerances policies need to be replaced because these harsh policies have resulted in an increasing number of suspensions, many students harshly punished for minimal offenses, and these policies have a negative impact on students.
Workplace violence is any type of threat or hostility acted out against workers. It can occur in or out of the workplace and can range from threats and verbal abuse, to physical assaults and homicide. This has become one of the leading causes of job-related deaths (OSHA). Workplace violence can happen at any given point in time to anyone. No one is untouchable.
If I had it my way, I would tone down the zero tolerance act. It
The zero tolerance policy is strict and devises rules for students and faculty alike. It is a policy that doesn't ask questions when a rule is broken which often results in suspension and expulsion. The policy also addresses the possession of weapons, drugs, and alcohol. Many schools have adopted this policy and have observed both positive and negative results.
of Human Resources. It has for mission to respond and investigate child maltreatment, to protect
There are a range of strategies managers could use to minimise instances of dysfunctional discrimination occurring in their workplace. These selected strategies aim to reduce the frequency of dysfunctional discrimination, rather than the severity. Some of these strategies include; a discrimination audit, enforced policies, selection procedures, and providing an effect complaint handling system.
Workplace violence is a frustrating issue confronting businesses today. While more data on the reason for violence and how to handle it is getting known, there is frequently no sensible basis for this sort of behavior and, in spite of all that we know or do, fierce circumstances happen. No superintendent is resistant from working environment brutality and no manager can completely anticipate it.Workplace violence can cause many issues for a business, from extra expense, to how to deal with the problem, and prevent it from happening in the future.
No tolerance policy for staff engaging in behaviors that are culturally insensitive, racially biased, and prejudice.
Zero tolerance policies are the reason why students with strong potential can have their bright futures ruined. Many students who work hard and achieve good grades with high GPAs could hurt their chances of scholarships and even college acceptance because of these unreasonably strict policies that give no moral judgement or reasoning. Not only do zero tolerance policies appear to have no data of improvement, but they also “...appear to have negative effects on student outcomes and the learning climate.” (Skiba 4) Students who do regularly misbehave repeat these misdemeanors and their behavior worsens over time, and students who don’t usually show bad behavior are punished severely for the small infraction they commit. Students who become victims
Crime and Punishment by Fydor Dostoyevsky has been hailed as the greatest literary work in the Western hemisphere. Crime and Punishment was written in pre-Communist Russia under the Tsar. Dostoyevsky's writing shows insight into the human mind that is at once frightening and frighteningly real. His main character, around who all other characters are introduced, is Rodion Romanovitch Raskolnikov.
Towards the late 1900s, the United States became more concern regarding increases in violence in schools, leading educational departments to attempt to create policies that could as a prevention measure for violence within the schools. These policies became known as the zero tolerance policy and were based on the Broken Window theory, which is the belief that “less social control creates an environment that attracts serious crimes in communities” (Bell, 2015, p. 14). Coming from this ideology, the zero tolerance policy was viewed as a prevention strategy that would enforce strict consequences on students’ misconduct, scaring students to deter from misbehaving in school. Within only a few years, the zero tolerance policy gain massive popularity,
There are certain guidelines and standards that each employee should be aware of, and expected to follow. This is what is normally used to measure a person’s job performance. When not living up to these qualifications, an employee may a gentle reminder of his failure to comply. If held accountable for unacceptable behaviors, it will often turn this performance around. If not, after a certain amount of warnings, it becomes obvious that this person does not take his job very seriously, and therefore may be dismissed.
In general not all violence in the workplace is physical. According to Di Martino (2002), the violence is divided to two categories which are non-physical and psychological violence. Psychological violence includes harassment, sexual harassment, bullying and mobbing. While the physical violence at the place of work has been always being known, the psychological violence has been ignored for a long time due to the lack of understanding of its effect but has since been given due attention.