In addition, by not performing the task given to her, she would receive disciplinary actions for her job performance. I would also let her know that I would be looking into the smoking policy at Redwood Associates, but I cannot guarantee any changes. * Describe the policy on smoking that you would recommend to Redwood Associates. Our culture is now fully aware of the hazardous health consequences posed by smoking, as well as the potential damage which can be caused by second hand smoke. And
| * Allow enough time for employees to make appropriate decisions about separation/termination events that affect them. | * Protect confidentiality and ensure respect for individuals involved. | 2) What are some questions you could ask when doing a training needs analysis that would clarify whether staff were appropriately skilled to manage disciplinary action? * For what purpose is the research being done and what does the
This is not a written warning but shows that you did talk to the person about performance related issues. The second step is to issue the first written warning: If the problem is still occurring, and assuming you have done all you can on your end to remedy the situation, bring the individual into your office again, but this time showing how serious the situation has become. Have examples prepared to be able to discuss. You should also already have the written warning filled out to give to the employee once the
The statute of frauds is the law overseeing which agreements must be in writing in order to be enforceable. With that said the statute of frauds my work in favor of Chou because there was an agreement sent up within the e-mail. The issue with the e-mail is that there is now signature from any of the parties so a court may reject this because of the lack of signatures from the parties. It is possible that the court system may allow BTT to claim that the agreement is a mistake because there was a management change and the new manager may have felt that the agreement was not in the best interest of the company. I think the best defense for BTT would be that there is no contract because either parties did not sign anything, just that they were in talks of a possible contract.
Consideration should be given to adjourning the meeting for any further investigation that may be necessary. Communicating your decision Following the meeting, you should decide on what action, if any, to take. The decision, and a full explanation of how you reached it, should be communicated to the employee in writing, without unreasonable delay. Where appropriate, the decision should set out what action you intend to take to resolve the grievance. The employee should be informed that they can appeal if they feel that their grievance has not been satisfactorily resolved.
Sexual harassment in the workplace Peter Samuka Strayer University English 215 writing assignment # 1 Dr. Rochelle Harris July 10, 2011 Abstract The selection of this topic “sexual harassment in the workplace” for my research paper is of great importance to me. This essay will point out my experience and connections that I have had with sexual harassment in the workplace and why I think actions should be taken to prevent or minimize such act. Introduction If we happen to come across or hear the word “sexual harassment” we might know what that is. From my experience and connection with this word, I can define sexual harassment as an unwanted or inappropriate sexual contact with another person. In order for this act to be considered sexual harassment, the person been harass must acknowledge the harasser that his or her act is inappropriate and unacceptable.
(a) Assess the corporate governance arrangements in the company According to the case, we discovered the positions of chairman of the board and chief executive officer of Justlife Products plc are held by Jenna Lee. It shows that the company did not comply with the corporate governance because refer to The UK Corporate Governance code in Section A.2.1, it clearly stated that the roles of chairman and chief executive officer should not be exercised by the same individual. The division of responsibilities between the chairman and chief executive should be clearly established, set out in writing and agreed by the board. Under the Cadbury Report, that has stated that to ensure no 1 person has too much power or control on running the company and committing crime for their own personal interest. This is to ensure that Jenna Lee does not hold too much of power in order to control the company.
A good communication plan will help a manager build trust with the employees so that when they receive the news of a major change they do not panic and become resistant. The communication plan should include preliminary information, who will be affected, and where employees can get more information on the project. This plan will help to create a surprise-free environment and minimize employee stress (Laframboise, Nelson, & Schmaltz, 2003). A manager should take the time to explain why the changes are necessary and how these changes will help the company achieve its vision (David, 2004). Weekly division staff meetings and quarterly “all hands”
This paper will examine the issue of anonymity on the internet, first providing a background on how anonymity services work and why these services came into existence. In this discussion, I will limit the scope of my subject to the services provided by anonymous and pseudonymous remailers and posting sites which are currently used by thousands of people each day to send email and post to internet newsgroups. Although the issues of digital cash and cryptography have close ties to anonymity, these subjects will not be discussed here. After a background on anonymity has been provided, I will go on to present arguments for and against anonymity on the internet and discuss a number of
The quality and frequency of verbal and written communication should be frequent and complete. Things that should be included are to explain what the change will look like, why the change is necessary, and what will happen if no change occurs. Also give a timeline for the change, explain the support available, and how the change fits into the mission and vision of the organization (Boonstra & Broekhuis, 2010). Education or training is also identified as a factor that will hamper the change process. Included in the training needs should be role-based, focused education that prepares the employee to perform her jobs daily.