(Many of the companies, however, on the list do have their HRM practices widely known and written about. Always look first to see what you can find.)
This link has some pertinent information about other companies that might be useful to you as you work on your SLP assignments http://govinfo.library.unt.edu/npr/library/Best-Practices.htm. Whether or not you utilize some of the information from this website is up to you.
Another idea–search ProQuest for the HRM topics you are looking for and see what appears. HRMagazine and HR Focus, for example, are magazines written for HRM professionals (both found in ProQuest (TUI Library). Many of their articles discuss specific employer programs.(On second and third page)
Again, we are not looking for factual information specific to your chosen SLP employer. We are looking at current, HRM-specific information that might be applicable to the employer you have chosen.
For this assignment, you need to compare and contrast policies and practices in your SLP organization with what the laws say specific to disciplinary action (including discharge), and/or employee rights that might involve disciplinary action (including discharge).
–Examine the laws from your background readings and other research. Discuss how they apply to your SLP organization.
–What HRM policies/practices/procedures are in place in your SLP organization to ensure compliance with the laws related to disciplinary action (including discharge) and protected employee rights? Provide a detailed discussion.
–Include an introductory paragraph and a concluding paragraph that make an overall assessment of the relationship between the laws and the practices in your selected private-sector organization.
Though at-will employment does not require written or verbal warning or an opportunity to
correct employee actions, many companies choose to adopt a progressive disciplinary plan, for a
number of reasons. In all states in the U.S., other than Montana, most employment situations a re
considered at-will. The exceptions are those who belong to a bargaining unit and government
employees (Loss Control). Employees who are hired under conditions other than at at-will agreement
are typically provided with the employer’s termination process and procedure, in an employment
manual. Regardless of the nature of employment, it is still unlawful to terminate an employee under
several conditions, including the employee’s participation in a law enforcement investigation and
when the employee has filed a grievance against the employer, such as a complaint about sexual
harassment or discriminatory practices.
While employers are not required to establish a written policy of disciplinary action, before
terminating an employer, under at-will status, it may still be a good idea to develop a policy. An
employer who works in an industry that is notorious for high employee turnover rates or who
experiences high turnover rates for other reasons, may want to consider steps to retain employees,
rather than letting them go. An established disciplinary policy should be applied to all employees
equally and should be included in the employee handbook. Though an at-will employer is not
required to develop a disciplinary policy, disclaimers about at-will status should be posted in key
locations within the organization, such as in areas where labor law and EEOC literature is posted.
An employer may still want to issue a written or verbal warning to employees, before considering
Termination. Termination is costly and can lead to other challenges, such as low employee morale.
For FedEx, a written disciplinary action plan, described step by step in an employee policy
manual, is appropriate to help alleviate misunderstandings and establish a sense of trust between
employee and employer. In 2003, …
This solution discusses HR policies for discipline, suspension and termination at FedEx.