Case Study: 4-B Team Fun
Shyrel Price
Case Study: 4-B Team Fun
Week 2 Assignment
Human Resources Management 410
May 6, 2009 There is always an employee that will jeopardize co-worker jobs as well as their own, by making simple statement. These statements can reach top management and cause investigations, rule changes and even termination. Team Fun management (Kenny and Norton) is not certain that Roberto or the two other employees are stealing from the company. There are too many areas within the company that need to be inventoried, books rechecked etc. before they can blame their staff or being the process of enforcing discipline, implementing changes, and security measures.
Roberto could have purchased his uniforms from an outside source (stolen or legal) and could have saved his money to purchase a new car. He could have purchased the bad material from the company and paid a seamstress to make him new uniforms. Roberto didn 't mention that two other employees had also received "self appointed bonuses". Management assumed he had two other accomplishes, which has now caused them to create more problems (legality issues, handbook revising, discipline procedures, and training)
Tony suggestion of giving all employees a lie detector test was not quite accurate. The testing is legal under certain circumstances. They can only test individuals they have investigated and believe are guilty of organizational financial loss. They are not sure if Roberto and his co-workers have committed any wrong doing. According to the United States Department of Labor (2009), The Polygraph Protection Act of 1988 allows special exemptions to test employees. "To employees who are reasonably suspected of involvement in a workplace incident that results in economic loss to the employer or injury, such as theft or embezzlement and who had access to the property that is the subject of an investigation; and the a written or verbal statement must be provided to the employee prior to the polygraph test
Case Study: 4-B Team Fun
Week 2 Assignment
Human Resources Management 410
May 6, 2009 There is always an employee that will jeopardize co-worker jobs as well as their own, by making simple statement. These statements can reach top management and cause investigations, rule changes and even termination. Team Fun management (Kenny and Norton) is not certain that Roberto or the two other employees are stealing from the company. There are too many areas within the company that need to be inventoried, books rechecked etc. before they can blame their staff or being the process of enforcing discipline, implementing changes, and security measures.
Roberto could have purchased his uniforms from an outside source (stolen or legal) and could have saved his money to purchase a new car. He could have purchased the bad material from the company and paid a seamstress to make him new uniforms. Roberto didn 't mention that two other employees had also received "self appointed bonuses". Management assumed he had two other accomplishes, which has now caused them to create more problems (legality issues, handbook revising, discipline procedures, and training)
Tony suggestion of giving all employees a lie detector test was not quite accurate. The testing is legal under certain circumstances. They can only test individuals they have investigated and believe are guilty of organizational financial loss. They are not sure if Roberto and his co-workers have committed any wrong doing. According to the United States Department of Labor (2009), The Polygraph Protection Act of 1988 allows special exemptions to test employees. "To employees who are reasonably suspected of involvement in a workplace incident that results in economic loss to the employer or injury, such as theft or embezzlement and who had access to the property that is the subject of an investigation; and the a written or verbal statement must be provided to the employee prior to the polygraph test
References: All Business.com. (2009).Administering discipline in the organization .Retrieved on May 6, 2009 from Website: http://www.allbusiness.com/human-resources/employee-development/384684-1.html Buddy.T.(2009).Drug Testing in the 'Workplace: Keeping it Legal Is the Key to Success Retrieved on May 6, 2009 from Website:http://alcoholism.about.com/cs/work/a/aa990203.htm DeCenzo.A and Robbins.S Heathfeild.S (2009).Develop a Drug-free 'Workplace. Retrieved on May 6, 2009 from Website:http://humanresources.about.com/od/healthsafetyandwellness/a/drug_free.htm How computer stuff works.com (2008) What is a smart card? HRhero.com (2009). Workplace Drug Testing and Alcohol Testing. Retrieved on May 6, 2009 from Website:http://www.hrhero.com/topics/drug_testing.html Smart card United States Department of Labor.(2009).Steps to a Drug-Free Workplace. Retrieved on May 6, 2009 from website: http://www.dol.gov/asp/programs/drugs/workingpartners/materials/steps.asp US Dept of Labor.(2009)