Employee Conduct Termination and Progressive Discipline

Anonymous
timer Asked: Jan 5th, 2018
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Question description

Resource:

https://www.gpo.gov/fdsys/pkg/USCOURTS-mied-1_04-c...


The issue in the case is whether the company's employment handbook created an implied contract. Avery Foster was terminated for falsifying an employee timecard. He argued that he was told in his initial interview that he would be guaranteed employment at Federal Express as long as he was a good worker and was protected from "just cause" termination. The court found there was good cause to terminate Avery Foster and that the handbook did not create an implied contract of guaranteed employment.

Progressive discipline is an employee disciplinary process that provides a graduated and measured range of responses to employee performance or conduct issues. Critical thinking consideration: Short of termination, could progressive discipline have been effective in this matter?

Given the circumstances and issues that arose in the Avery Foster case, create the following:

  • Design a Progressive Discipline Policy that would be appropriate for most organizations to follow, with consideration to the following measures:
    • Identify the discipline issues to be addressed: attendance, performance, conduct, or a single broad category of non-performance.
    • Determine whether or not the provisions of the policy should permit the company to modify and/or apply the policy in any manner it deems appropriate under the circumstances, including acceleration of steps, exclusion of steps, or repetition of steps.
    • Assess when a supervisor may act independently or needs to seek upper management approval.
    • Explain instructions on when to involve Human Resources.
    • Clarify the role of Human Resources to advise or approve disciplinary action.
    • Determine when a witness should be present.
    • Outline the different sequences and progressive levels of discipline that an employee can receive.
    • Develop rules regarding merit increases in relation to disciplinary action.

Write the policy in the third-person in no more than 1,400 words.

Use headings that appropriately signal the steps and keep your policy organized.

Use a minimum of three different research resources, and identify all sources in your Reference page.

Tutor Answer

SIMPLIFIED
School: UT Austin

Attached.

OUTLINE

1. INTRODUCTION
2. BODY
3. CONCLUSION
4. REFERENCES


Running Head: PROGRESSIVE DISCIPLINE POLICY

1

Progressive Discipline Policy
Student’s Name:
Institutional Affiliation:
Instructor:
Date:

PROGRESSIVE DISCIPINE POLICY

2

PROGRESSIVE DISCIPLINE POLICY
The employees discipline mostly increases the employment litigations. To enable the
employers to avoid the litigation cases they should have glaring disciplinary policies as well as the
notice evidence given to the employees concerning the standards. With regards to the policy
implementations, they should be uniformly applied while the organization needs to retain their
right to determine the type or amount of the discipline to be administered in every employee’s
situation. The employers need to form disciplinary policy which will not resist their rights of
enforcing the correct disciplinary actions.
The rules of the disciplinary procedure involve an employee knowing the nature of the
issue, knowing what to do in fixing the problem, having a reasonable time span for foxing the point
as well as understanding the consequences of the inaction. Progressive discipline system starts
from the recruitment process of the employees and proceeds to orientation, training, evaluations
of performance as well as the daily supervisions. The system consists of verbal and written
warning, suspension and termination of the contract (Falcone, 2017).
Discipline issues
Different disciplinary issues should be addressed within an organization to ensure
effectiveness with regards to the daily productivity as well as the time efficiency (Lichtenstein,
2014).
Attendance
Good attendance should be ensured within an organization for its effectiveness in
performance. Job absenteeism should be addressed within a company, and in cases where faults

PROGRESSIVE DISCIPINE POLICY

3

are observed then progressive disciplinary actions are administered such as suspension or
termination. The most prevalent disciplinary issue is the absenteeism within the workplace. It
results ...

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Anonymous
Outstanding Job!!!!

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