Thank You For Sharing Your Concerns Essay

The Human Resources Department would like to congratulate and thank you for doing an outstanding job in the investigation of the incident needed to determine whether Mr. Barton’s dismissal was warranted. Although your job as a human resources advisor involves keeping records about all Rona’s employees, you have exceeded our expectations on this investigation. The way you gathered information from the individuals involved and the way you

A summary of the issues with the employee, the steps we have taken to date and feedback provided to the employee.

After reading your letter I was in a state of shock for a period of time because it is actually a matter of our school's reputation and I really want to look at it in detail to rectify the actual issue so that best possible outcomes can be generated.

Throughout the 2016 year you have readily accepted a variety of assignments in addition to your case load including: hotline assignments from other teams, response to legislative inquiries, class I rotation, priority 1 calls, courtesy face to face visits, completing a DA3a or DA3c when needed, and wellness checks for the REV Team. Aaron, you continue to accept the challenge of having new employees shadow you in the field and in the office. You also consistently respond to emails and phone calls from collateral contacts or department personnel in a timely manner. Aaron, this year you had the opportunity to take 3 weeks of vacation. You made sure your caseload was well under your control prior to departure and also met with your supervisor to review anything that might arise or require immediate assistance in your absence. Aaron, you have responded to several hotlines this year where you were met with frustration and anger from family members or friends in the RAs home. You have consistently remained calm and appropriately deescalated the situations in order to reach resolution and/or to obtain facts. Aaron, you also regularly keep the supervisor, ARMs, and RM apprised of significant issues surrounding your caseload. This year you have voiced your concerns up the chain of command regarding policy versus the health and welfare of our seniors and adults with

Thank you for the detailed memo of 11/28/2016. I appreciate the opinions, and have weighed them against the report.

Although the constitution gives us many of the rights we enjoy every day some of us are not that fortunate. Convicted felons in many states have forever lost those rights. Because they have completed their sentence’s and paid their debt to society, shouldn’t they be able to have a say in what goes on in the world that they too live in? Therefore, being able to reinstate their right to vote. Felons should have the right to vote no matter what their past may be. To get a better idea of how important this issue is we will be looking at several things. The impact felony disenfranchisement has on the voting nation, the people who were for and against felony disenfranchisement, which states allow felons to vote, several facts on the history of disenfranchisement, how other countries handle felons voting compared to the United States, and the issue of illegal immigrants getting to vote but not the felons.

It takes some thought to distinguish the facts from your judgments, but the results are more meaningful to employees and more productive for you. Conversations based on evidence lead to employees owning the situation because they can focus on the evidence you have presented rather than your judgment” (Green, 2013). A good portion of the facts of the case study is based Kareem’s background information and the behaviors observed that caused the termination of Kareem. The information in between the reading and the reasonings given behind the termination results in it being judgment based. Although Thomas states that one of the key reasons that Kareem was terminated was due to his number declining subsequently of him being far from his work area, yet there is no solid evidence or pattern of behavior to back up his case. One of the first issues in this case was the lack of communication. As mentioned earlier, Thomas nor Janet took the time to provide feedback to Kareem (prior to the termination conversation) around his performance or the concerns that had been raised. It is imperative in a performance conversation, for there to be specific examples or data that can support the reasons behind the discussion taking

Issue:You have asked us to look into whether your employer, Treux Manufacturing, Inc., violated the employee hand book when they fired you in November.

It was a pleasure meeting with you on last week. This memo contains a list of the concerns that you mentioned during our meeting and the recommendation I have for each of your concerns. Please call me once you have reviewed the memo so we can go over any questions you may have and work on getting things in order.

On October 31, 2017 during a meeting with your direct supervisor Nicole Tanguy and Associate Director Melissa O’Karma, you became visibly agitated and walked away from the conversation before it was complete. When asked to return, you proceeded to raise your voice and communicate in a combative tone.

Please accept this letter as my response to your letter of September 23, 2015 as well as my formal demand to retract the defamatory statements that were made in your letter.

A pre-determination meeting was held on June 26, 2015 regarding the allegation that, despite prior counseling, Mr. Burkhouse continued to fail to follow proper procedure for notifying his supervisor when absent. Specifically, on June 15, 2015 and June 16, 2015 Mr. Burkhouse did not report to his scheduled shift and failed to notify anyone of his absence prior to his assigned schedule. At the meeting Mr. Burkhouse recalled the leave procedure provided to him in January, stating that he is to notify his supervisor if absent and to provide a leave slip upon return to work. Mr. Burkhouse also recalled that he had received the leave procedure due to a situation in which he let his supervisor know about his absence after the fact that he had taken

On June 23, 2016, you participated in a pre-determination meeting in the presence of your union representative, Dick Isett, regarding allegations you did not comply with my written expectations identified via a June 21, 2016 email. In addition, the allegation that you violated the Department’s Employee Conduct Policy and Procedure when you addressed your immediate supervisor in email exchanges and in person. After review of your testimony, work history and all information available to us it has been determined your actions and behaviors were unacceptable; therefore, you are being issued this Letter or Reprimand.

What is social justice and how does it relate to liberation theology? How do sin, love, grace, and human freedom affect social justice? What restricts freedom and social justice? And how does all of this play a role in the Kingdom of God?

Over the years in our country’s history it has been apparent that the idea of same sex marriages is becoming much more popular, however in most states there is still one thing stopping them. That one thing stopping two people from the pursuit of happiness which they desire is a social injustice. Social injustices are situations where a person or group of people is treated unfairly due to certain factors for example discrimination, prejudice, racism, heterosexism, sexism, and so forth. In the case of same sex marriages, the factor playing a major role in this social injustice is where most people believe that opposite sexes attract, but in the case of a same sex couple wanting to be married, this brings about many topics to be discussed by