9. TERMINATION AND DISCIPLINARY ACTION POLICY
9.1. Introduction
Charis India Care Foundation (CICF) considers its staff not only an asset but an integral part of the functioning and carrying out of activities of the organization. Without active and positive contribution of the employee’s it will not be possible to achieve the desired objectives. It is important for us to nurture our employees, look after their needs and help them perform their duties effectively. This policy on termination is designed keeping in mind this concept and making every possible effort to retain the employee’s on long term basis. CICF recognizes that supervisors and employees should mutually strive to maintain good working relationships. Ordinarily, it is advised
…show more content…
However, this policy does not apply to short term or temporary staff.
Meaning of termination
Termination from employment will be used with utmost care and caution. Termination is regarded as an undesired measure having a potentially adverse impact on the effectiveness of human resources and will be used only in exceptional circumstances when all other options, alternatives and possibilities have been exhausted. Fairness & integrity, two of the values will be the guiding principles for the termination policy and any procedures or practices derived from it.
Terminations generally relate to incompetence; negligence; inefficient performance of duties; violation of rules and regulations including those related to health and safety; violation of personnel policies; failure to follow reasonable direction given by the supervisor or director; insubordination; misuse of funds or property; a pattern of absenteeism or tardiness, or other similar cause. 9.4. The termination policy
9.4.1. All terminations will be in writing and shall include the necessary details and the date of the last working
…show more content…
Stage 3: a suspension may be imposed when an employee fails to perform the acceptable standards following a warning or other departmental disciplinary action. Which may or may not be followed by termination, depending up on the discretion of the management.
9.10. Defining terms:
9.10.1. Warning: a warning shall be either written or oral and shall be given in cases in which a problem occurs that warrants corrective action. The matter shall be considered a departmental matter & the record shall stay with the department.
9.10.2. Written reprimand: a written reprimand is a formal statement that becomes a part of the employee’s personnel files. These problems are of a more serious nature.
9.10.3. Suspension: a suspension is a disciplinary action whereby the Suspension may also be imposed if there is a need to remove the employee from the workplace while an investigation is being carried on, or to protect the health, safety, or welfare of others. Suspension may be with or without pay.
9.10.4. Refer to ‘Annexure V’ for the diagrammatic representation of the disciplinary action process.
9.10.5. Refer to ‘Annexure VI’ for the authority for
The small furniture manufacturer could argue that the discharge of Drake and Keeler was was appropriate (legal) exercise of the company ’s right. After being disappointed by the work rule that was put in place by management, the the two employees walked off their job in protest. This could be seen as abandonment by the employer, especially considering they left without management’s approval. The Society of Human Resource Management (SHRM) states that job abandonment occurs when “an employee has no intention of returning to the job and has not notified the employer of his or her intention to quit” (“Termination”, 2015, para. 1).
Termination 8.1 No replacement Candidate will be provided by the Agency if statements in the Family Profile Registration Form prove untrue and/or the conditions undertaken are not adhered to. The Agency will terminate its relationship with the Client should they find that the Client is in breach of any of the Agency 's Terms and Conditions. Legal 9.1 These terms of business are covered by English law and all disputes arising out of or in connection therewith shall be subject to the jurisdiction of the English
The suspension would last until they returned to school without the armband. Three students were suspended until they returned to
However, they are instead disciplined by the
Contents Terms of Reference 2 Procedure 2 Findings 3 Current Structure 3 New Structure 4 Employee Relationships 4 Instructing Staff 5 Contingency Variables 5 Conclusion 6 Recommendations 6 References 7 Appendix A 8 Terms of Reference I am a HNC business student. I am writing this report as part of my course. This assessment covers outcome 4 of the Managing People and Organizations' class.
They could contact parents to see if there is a problem that lies under all the actions that the student displays. The goal is to keep the students in the classroom or in the school because, external suspension can be overused and misused. External suspension does not have to be the first form of punishment because, the students are not learning while they are home. In-school suspension is more lenient and is used so that the students will still be obligated to learn whether they want to or
Terms of Reference I am a HNC business student. I am writing this report as part of my course. This assessment covers outcome 4 of the Managing People and Organizations' class. Unit F84T 34 Procedure In order to construct this report, I read the case study and highlighted information that I thought was relevant to this report.
4. Ultimately, these violations that caused, or at least contributed to, the death of an employee and serious injuries to another resulted in a $22,000 fine for the employer. Is that a just outcome? Are the penalties for violations of OSHA standards
In my district, the short-term suspensions are when a student violated an infringement of the code of conduct. Short-term suspensions can have student’s out-of-school for at least 10 days or less, the school principal should illuminate the student of the particular infringement and give the student chances to react to the charges. At this point, the student may exhibit their own version of the infringement brought upon them. When the school principal makes the decision to suspended the student, the school must 1) try to inform the student's parent or guardian of the suspension; 2) make any provisions for the student’s time at home; and 3) advise and/or send composed warning to the parent or guardian advising them of the suspension, of its reason, the length of the suspension, the privilege to bid, the student's entitlement to come back to school, and any conditions for that arrival.
However, there is always room for growth and improvement. By taking an in depth look at Target Corporation and understanding organizational structure, task organization, communication factors, competition, culture, and factors of success give insight to things that can be improved. To assist in improvements and long-term success, five suggested human resource policies that include recruiting, hiring, and retaining, compensation, vacation and sick pay, discrimination and harassment, and retirement policies will assist the organization in their overall production and productivity. By addressing this topics Target Corporation will take care of employees from day one to retirement. In doing so, productivity, quality control, innovation, and profit will improve.
This was done in your case. Please note that disciplinary has its own appeal process which you utilized, exhausting your administrative
Traditional methods of discipline force management to make all the decisions. Is the offense serious enough to warrant a disciplinary transaction? Given the seriousness, what is the appropriate level of punishment? Is the punishment for employee A similar to what we did to B and C in like situations? Then management caucuses, analyzes the available data, and decides what action is most appropriate.
It is also the job of any members within the board or a committee to take action and investigate when sexual harassment
On completion of the case study about the SAS Institute, I stormed across these four factors; Job performances, organizational citizenship, Absenteeism, Turnover. According to the case study, these four factors have proven to have the strongest influences over work behaviors. Furthermore, the approaches the leadership of the SAS institute takes towards them, I believe, have been the essence of their success. Their approach is unique and is likely not what employees are a to in the contemporary firms and different places of work, it is, ‘’the value they have towards people’’
Uncomfortable / unbalanced work life , people now a days believe in doing multi- tasking which results in not maintain the work life, now a days employees want convent job a job which they are able to do other work too and also able to maintain the balance between work and life. Employee retention is the process where the organization tries to motivate the employees to stay in the organization, organization tries the level best to retain the employees for a long period of time. Any organization does not have power to stop any of its employees until or unless they have some stratify or a plan to retain the employees in the organization. Different companies have different ways of retaining the employees, but what matter is what is the plan set in the mind of the company to retain the employees.