While working in my prior job I used to see many unethical issues that used to be oversee. There is one that called my attention, perhaps because I got to see how the person will do it over and over and didn’t get cut up; no in the time I was working there. For almost a decade that I know this employee, used to call out using his family as an excuse to be absent. The policy of the company said that excessive absenteeism or tardiness could result in termination of an employee. The rule explain that excessive absenteeism and tardiness will received the three steps warning, verbal, written, suspension and last termination. There are exceptions to the policy to receive an excuse absent or tardiness, which are doctor’s note, school’s notes or …show more content…
The problem is not so much the employee with excessive absenteeism and tardiness, but a boss that forgets that policy and regulation are in place and needs to be apply, even if it’s someone you feel comfortable with, you like as a person, you trust or its your friend. Is an unethical issue to ignore policies because you trust someone and instead of investigating whether is truth what the employee says, the boss decides to trust. Since we know clearly there is a problem, investigating the problem is important before driving …show more content…
The boss should apply the policy of absenteeism and tardiness, as excessive absenteeism is punish and is clearly mentioned in the employee’s handbook.
4. The boss receives a verbal warning for omitting the application of the policy in question. The fact that is been known, that the boss is not applying the policy because of basing decision in trust, is sufficient evidence to give a verbal warning. This is a stuff case as two individuals are involve and both needs to be correct, but after carefully reviewing each alternative to solve the issue the best alternative is application of the policy in place by the company. Although at first it seems more reasonable to reprimand the boss, the employee’s action is greater than the boss. The boos is acting in good faith although incorrectly, where as the employees is acting consciously knowing that what he’s doing is wrong. The fact that the employee is lying and taking advantage of his boss, is unethical and amoral. Is not fair to the boss or coworker his action, as he meddle with the health of the company’s environment by creating discomfort and frustrations among employees. What’s more he’s putting in question the stability of the business as there are state regulation that stipulate that he must be there at all time during business
Krista works at the City of Pine as a supervisor. Krista’s department is housed in a location with other departments and their supervisors. Employee time & attendance is solely based upon the honor system. Krista has a friend that works in the same building and consistently arrives to work tardy. Krista is now placed in a dilemma to say something to her friend Eve or report it directly to Eve’s supervisor. Our team discussed that this situation could be damaging not
The first issue is two nurses failed to show up for work without calling. This issue will take about a week to resolve. The first step is to immediately ensure that their shifts for the day are covered. Then, I would review the attendance policy that is currently in place. I would verify that there is an attendance policy and ensure that it is being enforced. Following the policy review I would document the occurrence in the respective employee files. Lastly, I would set time to meet with the employees individually and go over the policy and the expectations.
Students are deprived from there leaning do to the tardy policy. A policy that is unfair this tardy policy makes students serve a 30 min detention if there even a second late to class and after multiple absences or tardies you can face legal consequences. There's many reasons why students may be late for example students need to take the city buss, bikes ,cars to school but there's always traffic so sometimes it's not the students fault , students shouldn't be given a 30 minute detention for being a couple of minutes late.
Ask the employee how the issue can be resolved so it does escalate to termination of employment.
Although, “many managers employ a form of progressive discipline, an approach that follows the philosophy that the severity of disciplinary measures requiring some degree of punishment should increase each time an employee must be disciplined” (Drafke, 2009, pg. 323). But this is necessarily true for every company, because some manager refuse to use punishment as their first alternative, in fact they would rather find other way of handling problems such as Quintin’s inability to be at work as scheduled; and to perform to the best of his abilities. That why my plan of action as his supervisor would be to call him into my office, and ask him what is going on; allowing him to explain his actions for his behavior. Then, after hearing him out I’d inform him of our company policies and procedures, while explaining the disciplinary guidelines of
Procrastination has negative effects on our mental and physical health, which can lead to poor sleep. Hairston and colleagues believe that procrastination is associated with sleep troubles, an association mediated by ruminative cognitions (Hairston et al., 2016). Participants completed an online questionnaire regarding procrastination; sleep troubles, rumination, emotional state, and biological clock. The results showed that in evening types procrastination positively correlates with sleep trouble, negative affect, and rumination. However, for morning types there is no correlation between procrastination and sleep disturbances. Thus, the results from this study will have an impact on treatment and interventions of insomnia and procrastination
In this case, some workers had remained absent treating a particular day as holiday. On ground of misconduct, these workers were dismissed from service.
About 4 out of every 10 people avoid facing difficult task and deliberately look for distractions, and unfortunately there are distractors everywhere. When there is a significant period between when you intended do a job and the time you actually did it, you procrastinated.
Payroll department had no way to deduct amount of time employees were late. Instead a letter of reprimand was placed in the employee’s personnel file.
Company today doesn’t have a strong employee’s policy about the benefits and rules that are putting in place vacation, personal day, and sick day. To prevent absenteeism human resource have to researched in how important they human capital to they organization. They should separate the different department needed and how it effect productions when they is high absent from delay work. Usual company is not very clear about when to use your vacation and personal day. Also when to call out sick, what are the guideline?
Each day an individual will make a decision that will affect their life in some way. Should I wear the green shirt or the yellow shirt? Should I order a shake or lemonade? Should I wash the car today or wait until tomorrow? These simple decisions often happen without serious thought. Why? Because these decisions are not life changing ones. But what happens when the decision is not so easy to make, when it’s life changing. Sometimes a person’s conscious greatly affects one’s decision making, especially when the topic of whistle blowing arises. In this paper, I will discuss and analyze whistle-blowing, where it occurs, the effects of whistle-blowing, the consequences of whistle-blowing, and finally I close my paper with a conclusion.
The appropriateness of whistleblowing depends to a large extent on the circumstances. A good theory of whistleblowing should provide guideline in how to minimize harm to any stakeholders of an organization. The focus should on how to attain the most ethical resolution rather instead of depend on the position of the person to whom one reports the malpractice to determine the validity of whistleblowing.
If staff are absent from work they are not able to carry out the functions for which they have been employed. In many businesses, these functions have to be taken on by someone else - if not, the customer could suffer. Reducing absenteeism is an important feature of human resource management. The extent to which absenteeism affects businesses has been a topical feature. Not only does absenteeism cause problems, but employers are beginning to recognise the effects of 'presenteeism' - staying at work when you are ill or because you believe that in some way your 'presence' will help boost your promotion prospects.
Attendance is a crucial aspect of a student’s education. When a student is tardy or absent, this interferes with them receiving the information given in class. Class introductions that include instructions, objectives, due dates, etc. may be missed if a student is tardy and if a student is absent, they may also get behind on their class work and homework. Communication between teacher and students about the classroom management procedures for these two things are important so that students are informed and are able to take the initiative to gather what they have missed which can help avoid them falling behind. If tardies and absences are frequent, a teacher may begin to be concerned and question what could be the possible reasons behind it, whether that be an outside force in a student’s life or something that may be happening in the teacher’s own classroom. Establishing a relationship and reflecting upon oneself as a teacher to why the class might be having
There are some who are habitually late and always have an excuse, ones that get more outlandish everyday! While there may be times when a person may be late through no fault of their own, an employee who anticipates being late should always call and let the boss or someone, know of their delay.