Managing Organization: Legal Provisions and Disciplinary Procedures
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Added on  2023/01/04
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This document discusses legal provisions and disciplinary procedures in managing an organization. It covers topics such as restructuring a business, employee termination, and handling conflicts. The document provides insights and advice on how to navigate these situations effectively.
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1 Managing organization
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5 03:02 this strategies to the restructuring of the business is appropriate from the unitary view 03:10the unitary view says that management of any organization has rulemaking authority in order to increase profit where the business serves as a unitary system 03:21since the permanent staffs have been working in the organization for the past 5 years, it would be little unfair for Mona to directly terminate despite she has targeted a single employee 03: 25 instead she can refer the person to some other similar firms of her knowledge that will justify for both the parties. 03:30 the process of restructuring her business would follow some simple steps 03:35 Mona should call all the employees to discuss the present scenario and ask personally 03: 40 speaker takes a pause 03:48 if anyone has any plan to quit the organization very recently. She can confess her plan to restructure the business as ask for other contacts that might serve as a help to the dismissed employee 03:52later she can announce the names of the person to be dismissed with compensation and benefits that would be offered (Walsh, 2016) 03: 55 following this she should enter to a contract with the butterfly house employees and make hourly wage contracts for working in all the departments 03:59 the part-time employees were hired as ‘at will’ basis hence they can be terminated without any notice. 04:02 Mona should be aware of any constructive discharge she made long before. For example, she should ensure that employees do not claim their working condition as a force to quit. 04: 05Mona should stay updated with federal government laws in order to avoid factors triggering discharge claims 04: 15 speaker recalls once again about the regulations of Employees act of 2000 and makes sure that he had not missed any
6 04:22in order to introduce the new staffs in her business such as children rides or butterfly species 04:30she can close the tourist attraction for a few days and engage in the renovation process. 04: 39 she can also covert her payment cycle as a pay per work process for the part-time and flexible employees because the number of days the tourism centre is closed will save her from paying for the leaves of the employees. 04: 59 all the process will not take more than a month to restructure the business and attract more visitors as before. Project 2 Disciplinary procedures Archie Favicon 1. Summary Cam web serves a charity providing computer education with the name of the company as computer fixers on wheels charitable trust. Being the CEO of the organization he has come across some serious issues for the organization his list of suspicion contains a staff Archie Favicon whom he doubts to use company vehicle without authorization. He is uncertain regarding the usage of fuel of vehicles since their staffs need to travel cities to visit clients across. The cause behind suspecting Archie is that his fuel card reads higher value than his previous months. Although Cam investigated the cause from Archie, he confessed that he had used it for personal use since his wife was sick. Archie was employed in the organization as customer support and educator. The organization identifies all the action and right of Archie to work in New Zealand. However, according to the terms, the employee has agreed to travel as per the requirement of the customer and there is no time bound for the working hours. All over he had to serve for 40 hours a week.The rules of the organization state the employer may seek a disciplinary action if he finds the employer to violate rules. The organization agrees to pay the employee for additional hours he serves to the
7 organization. In addition to this, the employee needs to provide any purchasing proof in order to receive the expense of the organization. For the professional cause of the organization, Archie was provided with a mobile phone to share his work-related information and call. The device was not meant for personal use.The terms and conditions also read that the employer has every authority to review and update the contents of a mobile phone for the purpose of security and confidentiality.Similarly, Archie was provided with a vehicle for professional use. Using the vehicles for any sort of personal cause is thought to go against terms of the employer. Parking for the vehicle will also be accommodated by the employer followed by the employer has every right and authority to change the vehicle and parking location any time also he can stop the employee from using the vehicle if not required. The logbooks of the parking lawn have reconciled with the respective odometer for Archie. As per the performance review form of Archie, He also used company resources he reported 2 suggestions for improvement of the company. As reported by the supervisors to use also Archie is well reviewed by his peers for achieving his goal, unlike Rosetta whose performance is poor so the authority had dismissed her off. Log book shows Archie taken more than 2 hours in second slot nameTime of departure with vehicle Timeofreporting with vehicle Action records Archie Fevicon10:00 AM12:00 PMHe educated customers throughappropriate software tools. 1:00 PM4:00 PMArchiehasstarted leaningwechatto educate children 2. Advising Cam to follow steps To Cameron Webb,
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8 Computer Fixers on Wheels Charitable Trust 18 London Street Hamilton CBD Sub: advice to follow steps to encounter Archie After listening to your concern I have made a draft of some piece of advice that might work for you to understand ways to encounter Archie. Instead of suspecting an employee based on fuel usage data I would suggest you observe the person for a month more. The fuel expenditure does not necessarily align with using a vehicle for a personal cause. It might be possible that he was on his way and his wife suddenly fell sick due to which he had no alternative other using company’s vehicle. So from a humanity perspective, Archie has not violated organizational conduct by using the vehicle for own benefit.As can be noted it is a problem conflict of interest (Aleksynska, & Eberlein, 2016). The terms and conditions of Computer Fixers on Wheels Charitable Trust read that during a conflict between an employer and employee the interest of the organization is to be balanced against the staff’s interest. Archie has not masked the fact of using the vehicle for personal use instead he has disclosed hence he followed the procedure that avoids being placed in a situation to perceive conflict. In order to improve the performance, the organization should arrange training process or other corrective action. The policy of the company says so, therefore itis very injustice to fire Rosetta baud for her below performance instead company should take initiatives to rehire her and improve her standards since she had not breached any legislation of the organization (Mohamed et al.2019). The manager can revise the policy to Archie the policies of the organization one more time so that he doesn’t repeat the mistake again. Also, he can be made aware of the leave policies so that he can choose to opt for the leaves such as annual leave, personal leave compassionate leave etc as his requirement. Conflicts are very common to occur at the workplace, hence these legal applications might them resolve faster.
9 Regards Employment relation consultant 3. Letter to Archie From Computer Fixers on Wheels Charitable Trust 18 London Street Hamilton CBD Dear Archie, As per information from various reliable sources it has been brought to my notice that fuel expenditure of the vehicle that has been allocated to you by Computer Fixers on Wheels Charitable Trust have shown noticeable rise than the previous months. The contract that you had signed at the time of your joining was agreed to the terms and conditions saying using company vehicles for personal use are strictly prohibited in this organization. You are invited for a meeting with your manager to discuss issues that have been a concern for the organization.You are advised to come to meeting with supporting documents for the dated allegation as evidence for your statements. The management has come to this decision to investigate your cause. I would request you to go through thecompany guidelines once more before you come down for the meeting. As an old and reputed staff of Computer Fixers on Wheels Charitable Trust, we look forward to receiving cooperation and coordination from your end. Once again I would like to remind you that the organization has many facilities to offer to staffs, for instance, the leave policies. You can easily choose them as per your requirement(Palagashvili, 2017). Regards
10 Cameron Webb Rosetta Baud 1. Summary Rosetta Baud was an employee of Computer Fixers on Wheels Charitable Trust. Her role was almost similar to Archie i.e. visiting customer place to provide digital education. But the CEO of the organization receives a letter from the accountant Ruby Lan dated 31 July responding of Rosetta’s performance. Rosetta is unable to deliver the best performance to customers. As reported from clients, she speaks too fast and the aged ladies are unable to catch her instructions. She is reluctant to assist the customer and treats them like kids. The CEO of the organization decides to terminate her because three times she was reported for her inefficiency. Cam calls Rosetta and decides to terminate her because he fears the funding agencies will stop fund if their charity purpose is not served completely. At the same time, he also fears that Rosetta might take any legal action that can affect organizational reputation. This problem seems a case of dispute in the workplace. Rosetta has reverted back her grievances that completely grow with the company policies. As per her payment record, she has worked almost for a year with her annual leaves pending so she is somewhat exempted from employee rights.Moreover,thepolicyoftheorganizationclaimstocorrecttheiremployeeand encouraging resolving employee relationship problems which were not followed for Rosetta. 2.Setting problems for Cam Cam has made the situation very complex by directly terminating Rosetta after receiving poor performance feedback from Ruby Lan. On seeing her pending leaves he decided to pay a month’s salary to compensate that. But lack of knowledge of the company policies makes him take such a stern action that makes Rosetta upset. He should have discussed it with other members of the organization and take an appropriate decision. There were also other penalizing
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11 policies implemented in the organizationfor instance paid suspension of employees accused in misconduct or holding employment for a definite cause (Suen, 2018). Cam did not go through any of the actions; neither had he issued any warning letter to Rosetta. The performance improvement policy of Computer Fixers on Wheels Charitable Trust states the performance of every employee working in that organization is evaluated and the employees are counselled or retrained in circumstances they are found to perform below average.Performance improvement also states that an employee fails to meet the standard even after retraining, management has the right to issue a warning letter to dismiss at that moment. During joining the organization both the employer and employee acknowledges that both the parties will understand their mutual responsibilities and give an opportunity to each other to re-correct themselves. In addition to this, Computer Fixers on Wheels Charitable Trust will give the opportunity to every employee to defend themselves on their behalf for any grievance before any serious action is taken against them(Suen, 2018). Following all the policies and procedures would restrict any legal action to enter. Also, it is necessary to maintain documentation for any feedback, response, warning letter, a record of training and their relevant explanations. Such an approach will prevent any future conflicts and grievances taking inside the workplace. 3. A Letter to Cam To Cameron Webb, Computer Fixers on Wheels Charitable Trust 18 London Street Hamilton CBD Sub: Advice to resolve employee grievances
12 The case of Rosetta was quite complicated as seen. I understand what you choose was for the betterment of the organization and continue funding. But I think instead of directly terminating Rosetta could be given a chance to speak on her behalf. The policy and terms of Computer Fixers on Wheels Charitable Trust read that an employee is not authorized to use social media for the personal cause while educating. In the case of Rosetta, it is observed she neither did it nor she denied teaching its usage. Because of her fast speaking, the learners were unable to cope up with her.So here I think she should be trained for soft skills to interact with customers. It is included in the policy under the training and development section that the organization is entitled to give adequate training to its employees.When there were complaints against Rosetta the manager had not talked to her, neither recommended her to participate in the training. In addition to this, the company policy also supports the right of employees to express their grievances hence also the actions that were taken against Rosetta seems a biased work culture. Instead, she should be responded in her mail and provided another chance to correct her. As per the terms of termination policy, Rosetta has not violated any guidelines or accused of misconduct (Aleksynska, & Eberlein, 2016).What I can understand that she lacks some technical handling knowledge that represented when she was unable to fix the printer. That can be corrected with her training. She can be accused of lack of cooperation with her customer because she should have understood that the organization offers charity and she cannot behave so much professional with the customers. In order penalize her she can be suspended for a month on an unpaid basis. Terminating employees on cooperation issue might involve legal notice from employee’s end that is likely to be unfair for future funding. Regards Employment relation consultant
13 Reference list Aleksynska, M., & Eberlein, F. (2016). Coverage of employment protection legislation.IZA Journal of Labor Policy,5(1), 17. Mohamed,A.A.A.,Jan,M.N.I.,Ahmad,M.H.,&Kasi,A.(2019).GENUINE REDUNDANCY AND RETRENCHMENT COMPENSATION: AN ANALYSIS OF MALAYSIAN LAW.International E-Journal of Advances in Social Sciences,4(12), 658-663. Palagashvili, L. (2017). Disrupting the Employee and Contractor Laws.U. Chi. Legal F., 379. Suen, H. Y. (2018). The effects of employer SNS motioning on employee perceived privacy violation,proceduraljustice,andleaveintention.IndustrialManagement&Data Systems,118(6), 1153-1169. Walsh, D. J. (2015).Employment law for human resource practice. Nelson Education.