Serious misconduct summary instant dismissal for

This preview shows page 25 - 27 out of 44 pages.

We have textbook solutions for you!
The document you are viewing contains questions related to this textbook.
Accounting Information Systems
The document you are viewing contains questions related to this textbook.
Chapter 7 / Exercise P7-2
Accounting Information Systems
Dull/Gelinas
Expert Verified
Serious misconduct Summary (instant) dismissal for gross or very serious misconduct may be necessary, depending on the circumstances. Management should seek advice before taking this step. Allegation of serious misconduct – procedure 1. The manager is to investigate the alleged offence thoroughly, including talking to witnesses, if any. 2. The manager should ask the employee for their response to the allegation (taking notes of this discussion) and allow them to have representation. The manager should also have a witness present. The manager shall give genuine consideration to the employee’s response and circumstances. 3. If still appropriate, following a thorough investigation, the manager can terminate/dismiss the employee. 4. The manager should keep a file of all evidence collected and action taken in these circumstances. 5. Australian Hardware will send the employee a letter of termination noting brief details. Updated/ authorised 09/2013 – Lynn Lee (Finance Manager Wollongong) Audrey Wu, I have shown the policy of our company, if you had tried everything that you told me in this email, you should let the staff go because first of all you might keep the image of the company clean and keep the company growing together with all the employees like a TEAM. WEEK 4 – Part C Prepare a written reflection in which you: Evaluate your performance: I have Demonstrated The Following Poorly Well Very
We have textbook solutions for you!
The document you are viewing contains questions related to this textbook.
Accounting Information Systems
The document you are viewing contains questions related to this textbook.
Chapter 7 / Exercise P7-2
Accounting Information Systems
Dull/Gelinas
Expert Verified
Well 1. Outline the main features of the performance management process x 2. Meet the needs of your learners x 3. Present information that is consistent with processes you outlined in Assessment Task 1 and consistent with Australian Hardware policies and procedures x 4. Use a range of facilitation methods to cater for differences in learning style x 5. Follow the timeframe you outlined in the session plan. x With the training that was given to me, I could see that people in training had some doubts on the topic, so I tried to be clear and explain and illustrate all the doubts and situations imposed by people in training. Exercises and tasks have been made to help people in training better assimilate the subjects dealt with. The training was very calm and practical, not to be tiring and boring was made some intervals throughout the training. Evaluate the effectiveness of existing performance management processes, particularly in terms of: The level of guidance for dealing with underperforming staff: 1) Sales staff are consistently late - Identify the behavior: When a staff member consistently shows up late, he's essentially not respecting your time, or his own. That’s when you need to decide if your employee's behavior is worth condoning or reprimanding. - Be proactive: Deal with the situation as soon as you see a pattern arise; then be proactive. Schedule a time to talk and address the issue one-on- one. Bring documentation of an employee's tardiness into your meeting and ask him what is preventing him for reporting to work on time.

  • Left Quote Icon

    Student Picture

  • Left Quote Icon

    Student Picture

  • Left Quote Icon

    Student Picture