Coming to Work Late
As a minor violation, the manager can use verbal counseling at first to correct the behavior. In case of a repetition, a letter of reprimand will be more effective, serving as a warning (heat) according to the hot stove rule. The final punishment for the violation would be reassignment (to a position with flexible hours, for example). The employee can use a written response to address the action or file an appeal.
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Failure to Respect Safety Rules
This violation can adversely influence the safety and security of the institution. The first response would be a letter of reprimand to emphasize the severity of the violation and ensure appropriate intervention (behavior correction). If a repetition occurs, the company can use administrative leave (without pay) to investigate the issue. As Catchpole (2013) points out, safety violations can reflect “good intentions to complete work efficiently, even if the behaviours are eventually misguided” (p. 2).
Because the damage is already done, the company has the right to reduce the pay during the investigation and suggest administrative leave. If the employee violates the code of conduct once again, termination is the only choice to ensure organizational safety. The employee can file an appeal or a legal complaint to demand further investigation.
Sexual harassment can significantly influence the workplace environment, resulting in fear, discomfort, stress, frustration, and depression (Thomas, 2015). Suggested disciplinary actions include a letter of reprimand, reassignment, and termination (Thomas, 2015). To increase employees’ awareness of the harmful outcomes of sexual harassment, sensitivity training can be suggested as the first step. The letter of reprimand will describe the issue in employee’s behavior in detail. Reassignment or termination is suggested as a final type of punishment. The employee can use an appeal or a legal complaint to investigate the issue or defend their actions.
Playing a Practical Joke
Depending on the practical joke, the behavior might undermine the safety of the institution. Verbal counseling (to ensure understanding), sensitive training (to raise awareness of the problematic behavior), and a reassignment/termination (to prevent further repetition and damage) can be suggested as a progressive disciplinary track. The employee has the right to provide a written response or an appeal, although a legal complaint is less likely to happen.
Verbal counseling, sensitivity training, administrative leave (without pay), and termination are suggested as a disciplinary track. Verbal counseling and sensitivity training will help the employee understand how the behavior can be corrected and why it occurs. If no success is made, administrative leave without pay is an effective action as it emphasizes that slurs are taken as a serious violation that leads to financial penalties.
A termination is undesirable but necessary if employee’s behavior is not improving because it will adversely influence relationships between employees and work environment. To counter company’s actions, the employee can use a written response to administrative leave or file a legal complaint/take legal action in case of termination.
A letter of reprimand (to address the first attempt), administrative leave without pay (for further investigation and identification of involved persons), and termination (to protect the institution) are necessary as the action might jeopardize the safety of the institution. An appeal or a written response is employee’s options to counter the actions.
Government Credit Card
Verbal counseling, a letter of reprimand, and a reassignment are suggested actions. Verbal counseling will work once, giving the employee a warning and emphasizing unacceptability of the violation. A letter of reprimand will indicate the expected punishment. Reassignment will be necessary to withdraw the employee’s benefits (government credit card). A written response, an appeal, or a voluntary resignation might be employee’s choices.
Letter of reprimand (as a warning), administrative leave (without pay), and termination can be used in case of stealing. Letter of reprimand serves as an effective warning and emphasizes company’s policies, an administrative leave can be used to send an employee to counseling sessions with a psychologist (if kleptomania is suspected), and termination is necessary because stealing employee can harm the institution and other employees.
As a minor violation, this one can be addressed with a verbal counseling and a letter of reprimand in case of unstopping repetition and if sensitive information was stored on the computer of another employee. Some employees might not be aware of the company’s policy, especially if the other employee allowed them to use their password. However, the employee might write a rebuttal if he or she believes that these rules are not mentioned in company’s policy.
Accepting a Bribe
A bribe is a serious violation as it undermines the institutions’ image, its safety, and is a sign of corruption. As Green and Kugler (2012) point out, “public officials are supposed to work in the best interests of their constituents or institutions, rather than in the interests of third parties” (p. 39). An administrative leave without pay during an investigation is necessary, and further termination is inevitable to avoid corruption and disloyalty among institution’s employees. Legal action might be taken if the employee believes he or she was slandered.
As threats to government officials are punished by fines or imprisonment, a letter of reprimand (first attempt), administrative leave without pay (for investigation) and termination (if confirmed) are necessary actions. The employee might use a legal complaint or take legal action to counter the claims.
As a minor violation, verbal counseling and an administrative leave (for the whole or a part of the day so that the employee can change clothes) are suggested. Reassignment can be an option if the employee cannot follow the rule due to religious views; however, this can result in legal action against the organization.
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Catchpole, K. (2013). Toward the modelling of safety violations in healthcare systems. BMJ Qual Saf, 1(2), 1-5.
Green, S. P., & Kugler, M. B. (2012). Public perceptions of white collar crime culpability: Bribery, perjury, and fraud. Law & Contemp. Probs., 75(1), 33-59.
Thomas, A. (2015). Incidents of sexual harassment at educational institutions in India: Preventive measures and grievance handling. International Journal of Recent Advances in Multidisciplinary Research, 2(3), 317-322.