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Planning Disciplinary Interview - Essay Example

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This is a disciplinary interview I have to hold with an employee who was overheard being rude to another employee. The company has recently delivered a Dignity@Work (D@W) to all employees and this issue has highlighted the case of the employee who has been rude to another employee…
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Planning Disciplinary Interview
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Download file to see previous pages At any rate, this is a disciplinary issue and must be handled as such to ensure that it does not recur. The company holds a good record in its treatment to employees and there are regular training sessions held to keep the employees abreast the latest technical, procedural and fundamental issues.
Nonetheless, the disciplinary procedure is a lengthy process and is dependant on the employee's response. If the employee's response is satisfactory, the matter will be resolved verbally and there may not be any adverse comment on his record that may reflect on his behavior in the times ahead. If his response is not satisfactory, it will become necessary to find solution that will depend on the nature of his response and if it favors the employee (Employee Discipline Policy, 2006).
At the time of interview, the employee will undoubtedly be accompanied by one of the union members. The atmosphere will be relaxed but inquisitive. The interview will take place in the Human Resource Department office premises. As an officer in the HR Department, I will occupy the main chair with the table in between and John and the union member facing me. My colleague, Martin, will be seated besides me.
It may be that John was in not in proper frame of mind. ...
The interview will begin more or less on the following lines:
"Hello John, have a seat. What is the problem"
If he feigns ignorance, I will spell out the problem and say. "I have come to know you have been rude to Norman. If so, what is your reason for your behavior"
It may be that John was in not in proper frame of mind. If he confesses this and expresses an apology, I will call Norman and have John express the apology to Norman and end the matter here over a cup of tea. At the same time, I will express the hope that John will take care not to repeat such behavior in future. Then for all practical purpose, the matter will end here.
However, in case John does not express an apology and is firm on the argument that Norman got what he deserved there is a breakdown in communication and this will place John in an awkward position. The company's D@W is also violated and it will be necessary to give it to John in writing about his unbecoming behavior and the company's intolerance to such behavior (Colter, Carolee; Nov-Dec 1991).
The company is aware John has a good employment record. The company is also aware John is an emotional person and is prone to react emotionally without realizing the consequences. The interview will make it quite clear that while the company will stand by John in his emotional weakness it will also expect improvement in John's actions in future.
Consequently, the company will not fire John. John's work record is favorable. Hence, he has not committed any offence that requires his dismissal. Nonetheless, he has breached the company's D@W policy and John will be taken to task on this issue. It may consist of making a note to this effect on his record ...Download file to see next pagesRead More
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