To make sure they agree to what they have to do i have to make sure they understand the important of what they have to do and why they have to and asure them that I will be able to assist in anyway they need to be assist with. If cant get the agreement from them than i need to seek for a colleage advice language barriers communication Bad behaviours Neglecting and abused clients 2.2 By providing all the staff members with trainings need for the job. By making sure all the stuff are following the company policies and procedure. By reporting and recording all accident happened in a accident book. 2.3 Get advice from the manager, senior care, or your colleagues or stuff books 3.1 Respond to the complaints professional way, listen the person what they have to say be sympathetic and respectful to what they have to say.
Effective Use of the Grievance Procedure for Settlement of Disputes HR 586: Labor Relations April 6, 2012 Thesis Conflicts may rise in the workplace how they are handled is critically important. In order to solve a dispute in the workplace there has to be a solution that makes sense when determining the facts. The best way to settle disputes is through a formal process called a grievance. In fact, every organization should have a grievance procedure established in order to ensure that every employee gets and/or reaps the same benefits. “Grievance Procedure is a step by step process an employee must follow to get their complaints addressed satisfactorily.
Expectance of privacy in the workplace is determined by the levels of responsibilities and mission that the employee is set to fulfill by their respective employers. Office spaces allow for different levels of privacy but in the end require the same commitment and protection of employees to safeguard information that they do not want to have intercepted by any means. Mr. Herman learns throughout interactions with his sales personnel that although his intentions
Lei must go through each step and make sure that she appropriately addresses the problem. The first step of the control system that Lei needs to focus on to create a new employee handbook is to set performance standards (Bateman & Snell, 2013). Lei should evaluate the goals of the company and then set standards on those goals of expected performance for the employees. This will serve to let the employees and store managers know what is expected of them since it wasn’t originally addressed even though they were being evaluated on specific duties. What Lei can do is set specific, measureable performance standards for employees.
From the top of it all, Operations Manager(s) will be taking classes on how to work with individuals from internal to external in maintaining their position they need to be giving handouts on polices and terms such as regulations, and rules while working for Credenhill Company. Next, every store has to have a dedicated IT system that does not fail to keep up with the inventory and sales data. Whereas, every employer is assigned to their own register system in case of an error they will know exactly what machine it came from. The employees have to be treated with respect this is what keep the business floating not one person can operate a business alone it will take to much time and long hours of the day and things will still be incomplete. A handout will be given to each employee with basic guidelines to follow while they are employed with Credenhill Company and what they expect of each and every person “To do your job and do it well.” Last, they need to target the access for the disability by binding with the laws to have wheelchair accessible put in place so there is no dissociation upon any person race or religion, an implementation has to be in plan and workable to get the sales to move up and not go down by given promotions and cut back rates that is affordable to the people and community and allow the customer to survey what the store Credenhill needs to
Unit 4 My duty of care in my role as an Occupational Activities Assistant is to have a legal duty to take reasonable care so that others and myself are not harmed. My duty of care within the company must take into account residents, colleagues and myself. I have clear responsibilities to residents and I will be held professionally accountable for the service I deliver. The company provides all necessary training for me to gain the knowledge to do this. I will not be expected to go beyond the limits of my role but if it is found that I did not exercise a proper duty of care I could be disciplined or even have legal action taken against me.
Understanding Recruitment and Selection of New Staff in the Workplace (8600-315) AC 1.1: Staysure’s Policies and Procedures Once the need was clear the Senior Business Analyst then organised a number of discussions to understand the policies and procedures in Staysure which should be used to recruit into the organisation. Staysure does not have a specified recruitment policy although some are being developed now, but a number of policies have recently been identified (these are still in development) which would facilitate the process, these include The Employment and Recruitment policy, which details the core principles the recruiting manager is expected to abide by to protect Staysure and its customers, being fair to candidates, relying on facts not opinion, validate information and ensuring relevance to the post being filled it also details the checks that should be conducted as part of an application to confirm eligibility to work in the UK, minimise fraud, risks of theft and misuse of facilities. The Induction and Probation Policy which covers the process, expectations and any assessments required once an offer of employment has been made to the various levels of employees being recruited for was also highlighted. All policies include the various roles and their respective responsibilities at the relevant stages of the process. Please see Appendix one for existing (to be signed off) Induction review flow chart.
One of the most important parts of this Bill is that the employer must notify all domestic workers with a written notice of their legal rights. This way the domestic worker is aware of what is mandatory of them. These terms could be accepted and/or make changes to those terms presented to them. The Bill also covers domestic workers from reprisal for demanding a printed agreement and insisting the terms of that agreement to be followed. In conclusion, I would like to say that this has been exciting for me.
If Newcorp can produce the Corrective Action Plan, the company will have the supported evidence to terminate Ms. Grey base on unsatisfactory performance. In the employee manual signed by Ms. Grey at the start of employment, the company states “If the job performance of an employee is unsatisfactory, the employee will be notified of the deficiency and placed on a Corrective Action Plan (CAP). If the employee performance does not improve to a satisfactory level within the specified period of time, termination will follow.” Ms. Grey will not have a case. If Newcorp cannot produce the Corrective Action Plan, Ms. Grey will have a case. The court will most likely upheld the employee manual for terminating employees for unsatisfactory performance.
To reach to a significant conclusion about privacy rights in a workplace, we have to consider about rules and regulations, ethics in the workplace without invading anyone’s privacy or rights and employees’ must have their own responsibilities and have a common understanding of the ethical basis of justice and a thorough understanding of individual and organizational concerns and motivations. (Mujtaba, B. G. 2003) stated that employee monitoring is an act of watching and checking employees' actions during the working hours using employer’s equipment. Since employee monitoring has occurred as a necessity, it causes concerns to both employers and employees with the ethical implications of constant monitoring. Employers use monitoring devices to keep track of their employees' actions and to increase productivity of work, some employees feel that too much monitoring can be an invasion of their privacy. Therefore, the ethics of monitoring employees is a very controversial issue.