Mileage Reimbursement In The Workplace

6. Name ten examples of actions that may be lead to disciplinary action up to and including withdrawal/termination.

Current drug use is the illegal use of drugs that has occurred recently enough to justify an employer’s reasonable belief that involvement with drugs is an ongoing problem. “Current” is not limited to the day of use, or recent weeks or days, but is determined on a case-by-case basis (EEOC Technical Assistance Manual on the ADA § 8.3.) The 10th Circuit affirmed, but declined to adopt a “bright line” rule that 30 days of sobriety is “per se insufficient to qualify for the ADA protection (Harrison & Wager, 2011). A “bright line” rule is defined as “An objective rule that resolves a legal issue in a straightforward, predictable manner. A bright-line rule is easy to administer and produces certain, though arguably, not always equitable results.” (Bright-line rule/Wex Legal Digtionary/Encyclopedia/LII/Legal Information Institute,

Violations of Company X rules of acceptable behavior will be viewed as misconduct, which upon review can constitute immediate suspension. Pending further review and investigation some

Under the “Inappropriate Conduct” section in the employee handbook, employees are subjected to discipline, including discharge

Company X telephones are permitted to be used by employees so long as personal phone calls are local only, (long distance phone calls of a personal nature are prohibited) and that the use is minimal. Calls should be infrequent and kept to no more than a few minutes. Abuse of telephone privileges by an employee will result in that employee having their privileges suspended or revoked. Repeat offenses will result in disciplinary action up to and including termination.

Conduct a market evaluation by researching what companies in the relevant market are providing to employees from a total compensation perspective.

The following is a case study of a male employee, drinking beers at work while working on a case study. His behavior addressed by his employer, as a result of his conduct. Even though he appears to be fully functional, his employer was not happy and is concerned about his employee’s wellbeing as well as his industry’s reputation. The employee sees alcohol used among employees during work as an expensive problem for the industry. Drinking alcohol while doing a case study can cause drinking problems for the employee. To illustrate the point, socializing during Christmas parties, happy hours and other work activities are contributing factors that could create an alcohol misuse within the workplace. After all, this employee is drinking while conducting a case study; this can place significant risks for the industry, especially, when the drinking in the workplace is a support by the industry. In this example, it is assumed that the use of alcohol while working is prevalent and this assumption is practical for this employee to do ordinarily during work hours. What can the employer do to address drinking problems at the workplace during work? And is this program operated in-house with a confidential service for all employees? These issues can impact injuries, cause low employee morale, jeopardized the productivity of the industry.

Marijuana is the most commonly abused drug in the work environment, followed by cocaine, and then prescription drugs (Drugs and Alcohol in the Workplace, 2015). With marijuana becoming legal in most states in the United States it raises a question of whether or not the companies are doing the proper testing to implement a drug free environment for employees to work. Other than substances, alcohol is a major factor as well. Breathalyzers have shown that 16% of emergency room visits were due to employees who abused alcohol (Drugs and Alcohol in the Workplace, 2015). A survey done showed that within a year, over 24% of employees reported that they drank alcohol while at work (Drugs and Alcohol in the Workplace, 2015). This has shown that employers have an issue with alcohol and substance abuse and there has to be a change in order to help those receive treatment for their problems before it

Drug abuse by employees in the workplace is a major concern for many employers Approximately 16.4 million drug abusers and 15 million heavy alcohol users

(a) The person is under the influence of alcoholic beverages, any chemical substance set forth in s. 877.111, or any substance controlled under chapter 893, when affected to the extent that

The sixth compliance requirement of the Drug-Free Workplace Act of 1988 states: within 30 days of receiving notice of the conviction, impose a sanction on the convicted employee up to and including termination or require the employee to satisfactorily complete an approved drug rehabilitation program (Miller, 1991). Mechanical MD's policy will state that if the company decides not to terminate the employee, the employee is required find a way to complete the required transportation to and from the required jobs without operating a motor vehicle. The employee of Mechanical MD will also be required to seek a form of drug or alcohol treatment and provide the company with proof of this treatment for at least 90 days.

In the case presented. Lets assume that Makestuff Company has a policy in place, for searching personal properties, while on the company’s ground. In that case, a search of Mr.Yourporop’s vehicle is permissible by law. Even if he were to refuse, the company has the authority to call the law enforcement officers, who would then handle the situation. The company reserves the right to conduct searches to monitor compliance with the company guidelines and regulations, in order to protect the company’s intellectual property and valuable assets. Companies usually give prior notice before searching employee’s personal properties, Since Mr.Yourprop made it very obvious, that he had a motive to take down Makestuff Company, searching his vehicle is completely justifiable, based upon the reasonable suspicion that Mr.Yourprop was attempting to steal intellectual property.

Retaliation or reprisals are prohibited against any individual who has complained under this policy, or has provided information regarding a complaint. Any retaliation or reprisals are subject to immediate corrective action, up to and including termination for wilful misconduct. Alleged retaliation or reprisals are subject to the same complaint procedures and penalties as complaints of discrimination and harassment.

A reasonable suspicion test must be based on specific, contemporaneous, articulable, reliable observations concerning the appearance, deportment, speech, or body odor of the employee. A worker may present visible behaviors that lead a supervisor to suspect that he/she is drug impaired. Erratic behavior, observed drug use, or a reliable tip are usually adequate to satisfy the court’s “reasonable suspicion” standard for testing” (DRUG AND ALCOHOL TESTING

Theft comes in many forms in the workplace; taking a company-issued iPad home for personal use, taking money that is not yours, or taking an extended lunch than what is allowed.