Chronic Discrimination Policy

Policies are documents within the work place put together, influenced by law, by the manager. The policy will be designed around an area of practice that needs to be evidenced as being in line with law. The document gives a list of procedures for carrying out the task required,

There should be a random audit conducted of the prior months cases to be used to research and identify the various errors. The audit can identify the more troublesome employees and their quality issues. For the August meeting, the supervisor should provide specifics of the quality issues to the entire staff with some appropriate training provided.

Performance and development goals to be achieved by the employee based on his/her job performance and/or job knowledge during the next evaluation review

Two ways that a supervisor can promote productivity improvement for staff members is to provide employees with the necessary resources to effectively perform their work duties and to foster a work environment of open communication and trust. If a supervisor can provide the necessary training and resources to maintain employee training, employee productivity would maintain at a constant rate or productivity would improve. Well trained and knowledgeable employees translate into a productive work environment. Employees that are well versed in their roles and have the necessary training and resources are more effective and productive within their work environment. An open communication environment would also help employees maintain or increase productivity. If employees feel like they have a voice or their opinion matters, employees tend to be happier within the workplace. If a supervisor’s team of employees is unhappy or feel like there are no open lines of communication, quality of production may suffer or decrease. A supervisor could potentially promote productivity improvement whining his or her team by providing the necessary resources for success and maintain an open environment of communication. Both providing necessary resources for success and open lines of communication promote improvement and maintain higher levels of

you guys out. Romi also said that Mariah took off her jacket that she had on and the group of kids started calling her a stripper and kept telling her to strip. Romi said his group that he was with everyone kept telling the four black males to knock it off and that they were being inappropriate. He said one of the males knocked Christian to the ground and started punching him in what he believed to be the right side of Christian's face and temple area. He said the kid that started it was a shorter black male with a messy afro. He also said the other kids started hitting Christian while he was down on the ground. Romi said that several people started helping Christian and people were pulling the other kids off Christian. I asked him if

This will allow the employee to provide guidance to the employee if they are not meeting expectations, reassure employees that are meeting expectations, and modify goals for employees that are exceeding expectations. The documentation from the bi-weekly coaching sessions, peer reviews, and quality inspections will be used to evaluate the employee at that time. This documentation will allow the supervisor to provide accurate feedback and give employees timely information.

HM:  Being a Supervisor creates some demands in terms of dealing with a diverse workforce. Sometimes it is necessary to make difficult decisions. How would you handle a scenario in which an employee who reports to you has repeatedly been late but has never been disciplined due to their personal situation of tending to a dying parent?

First should be if whether or not you should terminate the employee by reviewing employee’s personnel files, look at any write-ups, warnings, etc. to establish if termination is warranted or supports the firing of the employee. If termination is imminent it should be in the business best interest but if decides not to terminate consider legal ramifications for not terminating the employee (poor work due to disability, sexual harassment, threatening or violent staff). All termination risks or legal issues should be reviewed as well as the reassigning of that employee’s job duties (Green, Ryan & Levy, n. d.). Lastly the supervisor should be ready to answer the employees questions concerning any severance pay, benefits and other company positions to name a

A lack of appropriate supervision is the biggest issue now faced at my agency. As defined

The Human Resources Director should establish some guidelines or a set of policies to resolve the situation. The guidelines should include acknowledging the situation, communication from employee's, and a solution to the problem. In this case, the situation is about negligence and it is important for the director to understand the whole situation. Therefore, the staff needs to honest, so the director will know how to handle the situation. It is important for the director to be attentive to their staff during any situation or problem (Fallon & McConnell, n.d.). There should a good line communication about the situation between all employee's involved in the matter. While communicating with each individual, the director should gain a better understanding

Discrimination has been prevalent since humans could communicate. Specifically in American history, whites have been prejudice against all minorities, but most notably African Americans. One of the places racism has occurred is the medical field, whether it's regarding becoming a professional in the field or being an ordinary patient. Either way, racism has affected the amount of minorities that are a prominent factor of the medical field.

Disparate treatment may range from obvious discrimination, to subtle differences in treatment. Documination may be needed to file a complaint with the employment division in her state, based on discrimination by disparate treatment. Keeping a paper trail of documented issues in regards to discrimination is very important because these cases can lead to legal actions.

The supervisor will inform the supervisee of the evaluation instrument used to assess his/her progress. Verbal and/or written feedback will be provided during each supervisory session. To be in good standing, supervisee must perform to a certain professional standard.

A Policy and Procedure Manual is a vital to the efficiency, morale, and all overall productivity of any company. This manual informs the employees of the company’s vision and purpose and the steps needed to incorporate that vison into their everyday duties and tasks; therefore, producing continuity and efficiency within the company by eliminating confusion and empowering the employees with knowledge and a sense of belonging and pride. The company’s mission, strategy, and vision are married to a successful system of policies and procedures, thus creating a foundation for a lucrative an efficient business with employees that are equipped, informed, and happy.

The second step is a "written reprimand." This reprimand will describe the unacceptable conduct or performance of the employee and specify needed changes or improvements. A copy of the written reprimand is to be signed and dated by the employee and will be retained in the employee 's personnel file.