Standards Hearing Officers Apply to Disciplinary Cases
L08 Discussion Forum
Â
To this point in the lesson, we have not discussed how "discipline" relates to performance management. Discipline can result in one of several possible penalties:
- An oral reprimand;
- A written reprimand;
- A suspension without pay;
- Demotion;
- Termination.Â
A useful framework for determining whether imposing discipline for apparently inadequate performance or a violation of work rules is appropriate is termed "just cause dismissal". This framework is most commonly associated with the rules arbitrators apply to cases that arise under disputes governed by collective bargaining agreements, an issue we study in another lesson in this course; however, its elements are no less applicable to other settings. For example, in reviewing an unemployment insurance case involving an employee who was, according to an employer, fired for cause, the hearing officer is likely to apply similar standards.
Of course, most employers are not unionized in the U.S. and therefore hire employees on an at-will basis. In that context an employer can fire an employee for a good reason, a bad reason or no reason at all as long as the reason does not violate the law (e.g., based on illegal discrimination).
Â
Steps
1.)Â Read the handout titled, "Standards Hearing Officers Apply to Disciplinary Cases"
2.) 300-500 words presenting an argument that even non-union employers should adopt these standards before imposing discipline, by the due date listed in the course calendar.
3.) In creating your initial post, incorporate information presented in the lesson's readings addressing the concept of performance management.
Attachments:
Answers
Status NEW
Posted 23 Jun 2017 01:06 AM
My Price 13.00
-----------
Attachments
file 1498181245-Solutions file.docx preview (56 words )
S-----------olu-----------tio-----------ns -----------fil-----------e
-----------Hel-----------lo -----------Sir-----------/Ma-----------dam-----------
T-----------han-----------k y-----------ou -----------for----------- yo-----------ur -----------int-----------ere-----------st -----------and----------- bu-----------yin-----------g m-----------y p-----------ost-----------ed -----------sol-----------uti-----------on.----------- Pl-----------eas-----------e p-----------ing----------- me----------- on----------- ch-----------at -----------I a-----------m o-----------nli-----------ne -----------or -----------inb-----------ox -----------me -----------a m-----------ess-----------age----------- I -----------wil-----------l b-----------e q-----------uic-----------kly----------- on-----------lin-----------e a-----------nd -----------giv-----------e y-----------ou -----------exa-----------ct -----------fil-----------e a-----------nd -----------the----------- sa-----------me -----------fil-----------e i-----------s a-----------lso----------- se-----------nt -----------to -----------you-----------r e-----------mai-----------l t-----------hat----------- is----------- re-----------gis-----------ter-----------ed -----------onÂ----------- th-----------is -----------web-----------sit-----------e.
-----------
H-----------YPE-----------RLI-----------NK -----------&qu-----------ot;-----------htt-----------p:/-----------/wo-----------rkb-----------ank-----------247-----------.co-----------m/&-----------quo-----------t; -----------\t -----------&qu-----------ot;-----------_bl-----------ank-----------&qu-----------ot;-----------
-----------Tha-----------nk -----------you-----------
-----------
Not Rated(0)