Hr Management

Week 6: Correcting Unsatisfactory Performance

Does your organization have a progressive discipline policy (that you know of), to correct unsatisfactory performance? How does your organization handle poor performance?

Yes, my organization has established a progressive discipline system to serve as a fair and consistent means to enforce the rules and regulations and to address conduct or performance deficiencies. It informally addresses disciplinary problems and manages them at the lowest supervisory level. Supervisors are expected to let employees know the performance expectations and to keep employees informed of their progress. Whenever an employee consistently violates a policy or procedure, performs unsatisfactorily, or does not meet the expectations established by the supervisor, the supervisor has the responsibility to implement a plan to improve performance. The supervisors must work closely with the HR during any disciplinary action. The Director of HR helps employees and supervisors to comply with standard practices, and also ensure that organization remains in compliance with State and Federal mandates. If a situation warrants corrective action, the disciplinary actions applied may include a verbal warning, a written warning, and/or termination from employment. Also, my organization reserves the right to terminate the at-will employment of any employee at any time, with or without cause or notice.

Week 6 DQ 1: Your friend Jerome

Jerome works for an insurance company and is a member of an auto claims team. Each member of the team has a specific expertise such as body work, injury claim, etc. Recently Jerome found out from one of his team members makes a lot more money than he does. You are a casual friend of his, outside of work. He's mentioned this to you and told you he's really "bummed" and doesn't think this is fair. What information can you give him, to help him understand how his salary is determined?

First and foremost salary should never...