Personnel Action Documeation: Rhonda Fetzko

Many grievances can be resolved without the involvement of third parties by correcting a misunderstanding between the employee and management, or with a simple negotiation between the employee and management. However, the grievance may involve a more difficult issue, or one or more of the parties involved may refuse to settle with a just a simple negotiation between the employee and management. Therefore the grievance form should be filled out in detail. “Grievances are usually written out at the first or second step” (Holley et al, 2008, p.420). The important part of the report is to have the complainant’s name. It should also include when the incident occurred, the chief complaint, and the resolution sought by the employee.

First of all, I would like to inform you that the HR Department has received the detailed complaint she has submitted regarding the inappropriate behavior of the bellmen.

Purpose: In Weeks 3 and 5, you submitted information to help you in completing the final project. Feedback was provided to assist you in maximizing points earned on this final paper. To properly complete this final project, you must include the feedback provided to apply to this final paper. The purpose of this assignment is to apply your critical thinking skills in completing the employee process from job analysis to compensation based on performance. You are now going to

The patient self-admits that she was not always compliant with her appointments due to changes to her work schedule since the month of December of 2016, but shared this information with her counselor. The patient is requesting to be reassigned to another counselor as she reports of not having a positive rapport with Cherron. Cherron was advised based on the patient complaint that it will be addressed with the Clinical Director based on her request to be

Depending on the severity of the troublesome employees’ quality audit results, a separate one to one meeting should take place to address the issues identified. There are basic guidelines that can be used with problem solving and decision making:

Reporting and recommendations: Prepare a document setting out the complaint, how the investigation was conducted, relevant facts, conclusions, findings and recommendations. Recommendations could include remedies for the complainant, action to improve the organization’s service delivery and action to address inappropriate conduct by an

On 9/15/2016, CM met with the client for Bi-Weekly ILP Review. Client was dressed appropriately for the weather. She was well groomed. As usual client in the meeting was loquacious, and loud. Client continues to be hostile towards this worker. Client continues to repeat to this worker as quote: "I am not mad with you, and this has nothing to do with you. It's all about DHS and your supervisor." Client was hostile due to an Authorization of Release Form client signed for staff to contact her therapist Dr. Iris Yankelevich for a copy of the client psychosocial and psychiatrist evaluations. Client continues to report that she didn’t signed the Authorization of Release Form because the form stated that the form is for HRA 2010e and she doesn’t know how many time she need to repeat herself that she doesn’t meet the ‘CRITERAI FOR SRO”. CM tries to explain to the client that staff is requesting a copy of her psychosocial and psychiatrist evaluation, but then client continue to talk over CM and threat to contact the Coalition and DHS. Client continues to set in her way and refuses to work with staff to meet her unmet needs. CM observed that the client walk with a book bags and a small shopping cart. Client reported she walk with all her documents and letters from Adult Protective Services & Social Security Administration stating that she is capable of living independently.

3.2 If there comes a time I am faced with a complaint to handle I must inform my line manager. I must ensure I record it down and include all information so that it can then be resolved in line with policies and procedures of my work place. If it cannot be resolved it would then be passed from my line manager to the manager who will take the appropriate action.

She described the steps she has taken to become an effective supervisor. She provided examples of how she encourages her team to understand and accept the current challenges her department is facing, as well as provides them with CSAA's vision. She recommended keeping the information simple and clear and explained providing a positive outcome is what works well for her. She discussed challenges she faced working amongst different types of personalities, and different strategies she uses to make the messages their own.

Corrective is action taken to extend her probationary period for 2 weeks, provide re-education on service excellence, and the PCS/PCA role and expectations. Weekly follow-up will be conducted to ensure effective communication skills, team performance and skill performance are consistent on the unit. This probationary period has been extended to help her identify and correct

319.5.8(a) – PERFORMANCE: Failure to disclose or mispresenting material facts, or making any false or misleading statement on any application, examination form, or other official document, report or form, or during the course of any work-related investigation.

The first category is complaints about the company that the employee cannot control. The second is specific complaints about the employee personally. Those complaints will be looked at an evaluated individually. If more than two legitimate complaints about performance and services rendered the employee will be introduced into a plan of improvement and if any additional legitimate complaints happen during the time, the employee will be put on suspension without pay to be trained on proper behavior.

The RPT elaborations included in the WPAF were downloaded from the Faculty Affairs website and I included a colored piece of paper with title “DEPARTMENTAL ELABORATIONS.” Can someone please elaborate on what is meant by “correct header”?

In order to confirm that the supervisor’s claims about Jeanette Landis are true, I would need to discuss her performance, in regards to her sales, with the sales department or the department that is in charge of this certain information. Even though Mr. White accuses Jeanette of not reaching her sales goals, all the facts and data need to be reviewed in order to determine if the information provided is accurate in terms of her performance. The human resource director cannot assume anything, approach all situations with caution, and be unbiased when determining the best action to take. When firing and employee, the human resource manager should be consistent and thorough when investigating the claims in order to prevent a discrimination lawsuit (Dunn, 1991, p. 26). Therefore, the sales records of Jeanette Landis need to be reviewed in order to determine if the allegations present by Mr. White are accurate.

In cases of unsatisfactory performance, an employee will be given an ‘improvement note’ setting out: