The Human Resource department has in the past received complaints from staff on unfair singled out in corrective actions and progressive discipline. Employees complain that current policies are being unfairly implemented on employees and that some of these policies are outdated and do not appear to serve employees' interests. As you know that my department is at the focal point of generating company codes that should favor both the employer and employee, I am obliged to bring to your attention to introducing a new policy (Ungureanu, 2019). The policy shall ensure that all the stakeholders understand the rules and regulations and be able to know those that are acceptable and those that are not unacceptable e in the workplace.
To curb this menace, I have come up with a policy design that shall specifically handle an employee's termination and the structure that shall be followed before an employee is terminated from their contracts. As a department tasked with the mandate to ensure employees' wellbeing, our close analysis concluded that the disciplinary process's previous steps have been unsuccessful and do not entirely exhaust evidence available to validate employee termination (Vosko, 2019). It is a fact that some violations of the company rules may warrant immediate termination. However, due to the severity of one losing their jobs and that such an action would probably lead to grievances, appeal, and even legal actions like in the past, such dismissal must be not done in a hurry but be allowed to take a thorough investigation root.
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My new policy will ensure that every culprit dismissed from the company agree or that the process has followed the reasonable procedure. The policy will offer assurance that at the time of termination, there is enough proof that;
The employee was genuinely engaged in committing the act
There is enough evidence that guilt is available
At the time he or she was committing the act, the employee was aware or should have been aware of the pending consequences.
The employees' entire work record was put into consideration, whether bad or good.
Same rules applied uniformly to all employees
Credible and trusted witnesses give the same story.
The penalty of termination is varied with the seriousness of the offense committed.
The new policy's overall achievement is that it will promote consistency in matters about Human Resource conflict resolution, risk mitigation, and high-quality care throughout all the departments of our organization. Once implemented, the policy will help eliminate our out-of-date policies and help solve the daily arising matters. Employees will understand all circumstances under which they can be unconditionally be dismissed; hence, the policy will help achieve discipline and honesty among employees and their employers. With your powers, I request that you accept and administer this policy and its procedure to remain a truly focused and reputable healthcare organization that is in a position to care and offer quality health care to both our patients and employees.
Kindly find the attached proposed policy description and procedure.
Yours faithfully,
ATTACHMENT:
Creation, Review and Revision of Policies and Procedures Policy
Policy : The overall purpose of the policy promote consistency in matters about Human Resource conflict resolution in contract termination and dismissal to enhance risk mitigation and high-quality care throughout all the departments of our organization. The policy will help eliminate our out-of-date policies and help solve the daily arising matters. Employees will understand all circumstances under which they can be unconditionally be dismissed; hence, achieving discipline and honesty among employees and their employers.
Procedure:
Step 1. Identify Need for Policy;
Identify the need to provide good guidelines and expectations that shall ensure fair and consistent practices and compliance to law.
Step 2. Determination of policy Content.
Identify the general requirement of the company and how the company will be handled.
Step 3. Obtain Stakeholder Support
Make consultation with the people who are expected to carry out the policies and will be required to ensure adherence to the policies.
Step 4. Communicate with Employees
Alert the employees and give them informed background of the proposed policy and illustrate to them why the policy needs to be implemented.
Allow them to comment and get feedback from them.
Step 5. Approval
Determine who will have the power to approve the new policy or the edited policy.
Get approval for the policy.
Step 6. Update and Revise the Policy
Check that the policies show commitment to enable the organization achieve a positive feedback.
Make regular review of the policy to ensure tar at any time they remain in line with the federal and state laws and organization needs.
Step 7. Revision
In case there will be need to revise the policy, repeat the stapes 1 to 6
Step 6 should be occurring after three years.
EXPECTED DATE January 1, 2021.
References
Ungureanu, P., Bertolotti, F., & Pilati, M. (2019). What drives alignment between offered and perceived well-being initiatives in organizations? A cross-case analysis of employer–employee shared strategic intentionality. European Management Journal , 37 (6), 742-759.
Vosko, L. F. (2019). Disrupting Deportability: Transnational Workers Organize . Cornell University Press.
