Addressing Employees Misconduct Management Assignment (Essay Sample)

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Instructor
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Addressing employee’s misconduct
If an employee commits an act of gross misconduct, the employer has the right to dismiss the employee without notice. However, this does not mean that the employee is for dismissal; the employer has an obligation to investigate the allegations and carry out dismissal in accordance with a fair procedure. A memo used to notify the employee of the allegations for appropriate actions to be undertaken. It can be a letter head in interoffice memo format or via the email to the employee who has violated the code of conduct ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"Cj5dTZEO","properties":{"formattedCitation":"(McHale)","plainCitation":"(McHale)"},"citationItems":[{"id":454,"uris":["http://zotero.org/users/local/g4eTFTWn/items/4EDW46QS"],"uri":["http://zotero.org/users/local/g4eTFTWn/items/4EDW46QS"],"itemData":{"id":454,"type":"book","title":"Navigating Social Media Legal Risks: Safeguarding Your Business","publisher":"Que Publishing","number-of-pages":"362","source":"Google Books","abstract":"The plain-English business guide to avoiding social media legal risks and liabilities—for anyone using social media for business—written specifically for non-attorneys! You already know social media can help you find customers, strengthen relationships, and build your reputation, but if you are not careful, it also can expose your company to expensive legal issues and regulatory scrutiny. This insightful, first-of-its-kind book provides business professionals with strategies for navigating the unique legal risks arising from social, mobile, and online media. Distilling his knowledge into a 100% practical guide specifically for non-lawyers, author and seasoned business attorney, Robert McHale, steps out of the courtroom to review today’s U.S. laws related to social media and alert businesses to the common (and sometimes hidden) pitfalls to avoid. Best of all, McHale offers practical, actionable solutions, preventative measures, and valuable tips on shielding your business from social media legal exposures associated with employment screening, promotions, endorsements, user-generated content, trademarks, copyrights, privacy, security, defamation, and more...   You’ll Learn How To •   Craft legally compliant social media promotions, contests, sweepstakes, and advertising campaigns •   Write effective social media policies and implement best practices for governance •   Ensure the security of sensitive company and customer information •   Properly monitor and regulate the way your employees use social media •   Avoid high-profile social media mishaps that can instantly damage reputation, brand equity, and goodwill, and create massive potential liability •   Avoid unintentional employment and labor law violations in the use of social media in pre-employment screening •   Manage legal issues associated with game-based marketing, “virtual currencies,” and hyper-targeting •   Manage the legal risks of user-generated content (UGC) •   Protect your trademarks online, and overcome brandjacking and cybersquatting •   Understand the e-discovery implications of social media in lawsuits","ISBN":"9780133033649","shortTitle":"Navigating Social Media Legal Risks","language":"en","author":[{"family":"McHale","given":"Robert"}],"issued":{"date-parts":[["2012",5,1]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (McHale safeguarding your business., par. 4).
Format
The first column addresses the employee (to whom the memo is to be addressed). The second column is on the sender (From) where the sender writes the name. The date of writing of the memo is indicated. Underneath, the position of the employee in the company is noted. A reference abbreviated as (Re) follows the format and it serves to en-light the employee on the misconduct.
The body of content follows. It describes the employee’s misconducts at the work place and the further consequences to follow. The supporting evidences such as letters or emails are referred to as addendums in the memo. The employee is provided with some ample space to represent his side of allegations. Corrective measures are outlined to address the misconduct. If a verbal reprimand is being issued the exact words of the reprimand are included. If the employer is revoking the employee to pay for several days, the dates are included. The employer signs the memo and waits for a reply from the employee ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"DqQ7fPJP","properties":{"formattedCitation":"{\\rtf ...