Scenario Of Bit & Co

The Lowe’s Employee Standards of Conduct Policy governs its official disciplinary or corrective action procedure. The first step in a disciplinary action is determining the class of violation, categorized as a class A, B, or C violation. A class A violation is the most severe violation, punishable by immediate termination. A class B violation is less serious than a class A violation and usually results in a written warning. A class C violation is the least serious violation resulting in disciplinary action and usually results in a verbal warning. After the class of violation is determined, the manager reviews the employee’s personnel record for past violations, noting the class and dates of past violations (xxx).

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

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

Would the severity of the disciplinary action depend on which standard was violated? Why or why not?

4) Disciplinary action policy stating under what circumstances and how employees will face disciplinary action.

This further creates confusion, as there is no set “minimum” of disciplinary actions that justly matches the violation. Some are fired immediately while others are subject to disciplinary actions based on the institution’s policies and bylaws.

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

Gross Misconduct. If it is warranted, this may be without pay, should the evidence appear

1337 Inc. expects all employees to meet our expectations of appropriate conduct and various specific department policies. However, if and employee fails to meet the performance and/or conduct guide lines of the company, appropriate corrective action will be taken. Corrective action may range from a verbal, written or final warning, up to and including termination of employment. However, termination of employment may be warranted without any warnings. In other words, the disciplinary process does not have to happen in a specific order.

Disciplinary procedures are a set way for an employer to deal with disciplinary issues. They should include a disciplinary hearing where you’re given a chance to explain your side of the story.

When an employee who violate a policy or procedure under Georgia work place law he or she must first be given a verbal warning. My husband was working with a cleaning company for some years without being late taking the bus, but there was a time that because of situation he started to reach work late. So one morning after arriving at his job his manager spoke to him about it and told him he had to find a way how to fix the problem, if he cannot find a way how to resolve his situation then he will be getting a warning slip from him. I believe that if my husband did not find a way out of this problem then the manager would have every right to fire him and that is where I believe that manager would have executed a legally sound decision. When

If the violation continues there will be a formal write up made and the department head will be made of the situation. If the employee is still not complying they will be terminated. Not all situations will be the same. Depending on the violation the employee may be terminated immediately and will be escorted off the premises.

For serious offenses, such as physical fighting, theft of company property, threats of violence, insubordination, the sale or possession of illegal drugs on company property, etc., termination may be the first and only disciplinary step taken.

Employee discipline is a concept that could automatically set a negative tone in the workplace. Ideally in a perfect world the workplace would be conflict free and every employee would be the perfect employee. However, unfortunately there probably is not a thing as perfect world. Employee discipline method that can be used by organizational leaders on trying to utilize various methods to help promote and encourage orderly conduct in the workplace. According to Zachary (2013), an organization should have the proper systems in place that helps to encourage proper behavior in the workplace. The right methods to be used to change that behavior if it negatively impacts the organization. In situations where discipline is required the HR perspective would be the type of “punishment” that might have to be administered by HR managers this could often times be unpleasant for both the administrator and the employee. Whether it is dismissing the employee. Perhaps suspending the employee. Even just a written warning. Regardless of the intensity of the punishment it requires that leadership utilize the right methods to help ensure that minimum fallout transpires from the discipline that is used.

Failure to meet these expectations or deviations from the laid down norms of behavior on the part of the employees leads to the problem of indiscipline. In such situations, the management must initiate action to ensure that an employee’s behavior is in conformity with their expectations.