I would suggest the following: Training for all data entry employees and their emendate managers. The training should cover how to enter data correctly but also the importance of accurate entry. The goal of this training should be to tie in the effects of inaccurate data to the loss of an employment due to lack of federal funding. I would also suggest an electronic tracking program that follows the inputs of every employee, which would allow the managers to follow the data entry to the employee who entered it. This program would be an incentive based program to allow managers a way to track which employees has accurate entry and which employee might need more training.
Title VII and its amendments have made specific requirements to be upheld in regards to affirmative action and employer restrictions. Below are specified tips for management to abide by to avoid violations to Title VII. Organization must guarantee that the hiring, promotion, training, are understand and accessible to all employees equally. “If an affirmative action plan is to be adopted voluntarily, work with the union and other employee groups to try to ensure fairness and get early approval from the constituencies affected to ward off potential litigation” (Bennett-Alexander & Hartman, 2007, p. 219). Secondly, organizations must ensure voluntary affirmative action plans follow court ordered requirements.
Understanding what an implied contract/at-will is very important, both terms are very important when you examine the case Dillon v. Champion Jogbra. This case also pays and highlights that employers should take better care when they are designing or creating their employee handbooks. Our textbook states, Specific promises made to employees regarding their term of employment, permissible reasons for termination, or termination procedures must be honored (Walsh, 2010 pg.588). As we get into the case, we will see and understand why they played an important part in the case. What are the legal issues in this case?
In the discussion between Ashley Wall and John some of the concerns expressed by Ashley Wall were that she wanted to bring together the foremen to work on reviewing the company’s mission and vision statement, so that the statements could be aligned with what the foremen did on a regular basis. She feels the need to address the problems going on with the foreman. It is critical that she express that she wants to meet with them so they know repercussions will not be met for their opinions. Having a casual conversation with them to be honest with her to state their concerns and what is working and what is not working. She wants everyone to be as honest as possible.
The policies and procedures that I have to follow are set out by my employer, to ensure that I am offering the same level of service to the service user as all other employees. My scope of practice is also set out by my employer but is set out following the governing rules set out by national institutes to reflect my level of training. 2. Be able to reflect on practice 2.1 Explain the importance of reflective practice in continuously improving the quality of service provided. Reflective practice is important as it allows an individual to look back at previous incidents and use the lessons learned and skills learnt in order to change the outcome of an incident should something similar happen in the future.
Assignment 204 Task C- short Answer Questions Ci Explain what a social care worker must do if they become aware of unsafe practice. First, discuss with his colleague (who is performing) about the unsafe practice and the risk involves result in this practice. Then he can show the safe way to do and explain how it minimise the risk. Any unsafe practice should be recorded and reported to the manager in order to be corrected informing all of the staff by providing training or necessary information. If manager does not hear you, or nothing come in action to eliminate unsafe practice, then you have all the way right to complain to the social service, CQC, health and safety commission and department of health.
2.2 - By following our company’s policies and procedures based on sector standards and guidelines; following our individual’s care plans and reading the code of conduct it’s all about protecting the vulnerable. 2.3 - By receiving a job description and reading it I know if I am a good person for a job. I would know if I have got a right experience and have the qualification the company were looking for and I would know what was expected from me .By reading and agreeing to my contract I am signing it to say I am happy with what is expected of me and company. I also would be asked to read company policies and procedures, care plans and risk assessments to keep me up to date with information helping me to carry out my job to its highest standards.
It is important to keep verbal warnings in the employee file; a good suggestion would be to remind them of the (EAP) Employee Assistance Program or Human Resource this will allow the employee to be counseled in hopes of some solution. Managers must stand firm if behavior has not change disciplinary must be distributed (Fallon & McConnell 2007;
This paper will focus on internal policies and procedures for business contracts, electronic communications, and document retention related to these items. Business Contracts When creating a business contract, firms must create policies and procedures to run the business. Business policies and procedures must be clear and concise. Company policies represent the company’s operational goals and vision for success. Policies are expected to be followed by all employees and should include the consequences and repercussions of any policy violations.
Business owners, company presidents and executive staff should offer directions to managers to start the process of closing the pay gap. In the article “Bridging the Gender Pay Gap” (Morrison, 2007) businesses can have human resource management or an outside agency conduct an overall audit of their policies and practices surrounding salary compensation to ensure gender pay discrimination is not a factor occurring in the company (Sikorski & Mutch, 2007). In addition, businesses should devote time and emphasis in reviewing its starting salary guidelines. When businesses are in the hiring process, they can begin to close the gap at this stage moving forward (Principal’s Report, 2006). This should be monitored on an ongoing basis with human resource management being the point person and having complete oversight since they are the gate keepers that manage the talent from the front