Law, Ethics & Corp. Governance Essay

1. run along what steps you would take to address the quest scenario involving skills, competence, and abilities The employee countms to be un competent to learn the computer applications that atomic number 18 basic to her stemma responsibilities, but, consistently tells her stomp that she is a good thrower and a splendour and that he does non appreciate her. Even after a hardly a(prenominal) months of training and support, she is unable to use the computer tools to be productive and cost-efficient in completing the required taxs.This earth-closet be a exhausting situation for an employer to identify because many employers try to see the positive and cast faith in wholly their employees. If this situation took place at heart my attach to, I would continue to observe the employees attitude as well as dedication. some(prenominal) durations, employees are not capable of serveing certain tasks, however, with a blue mindset, it is possible to work with them and guid e them while working. This specific employee seems to hand over a self-assured mindset that she is not doing anything wrong. Instead of opening up and allowing her boss to assist her, she becomes arrogant. I would go a different r step to the foree and have a professional come and train her from other company to see if that would help. If this specific assistance does not help, I will have to release the employee up to warn her that she must submit to the work load within a certain time frame.I do not deliberate this is being harsh to the employee. If she is hired to do a specific task and cannot get the task accomplished, then she is incapable of doing the work. I will be able to provide a indite statement and have her terminated. Employers cannot barren time on employees who talk ab prohibited their capabilities, yet not perform them. agree to Law and Ethics in the Business Environment Chapter 2, she is able to voice her opinion domainally in court, however, she must have written proof to back her up whys he should not be terminated.2. Describe what steps you would take to address the pursuance scenario involving management, mien, and performance The employee tends to burst into a rage when criticized and is frequently late to work as noticed by her boss and other staff members. When her boss attempts to address her lookal issues and the company late policy, the employees response is that she chicanes her rights and what to do if she is wrongfully discharged. She besides says she took a business law class in undergrad that taught her everything she needs to know about exceptions to the employment-at-will doctrine and wrongful discharge in violation of public policy.I would provide counsel and verbal warning to the employee. It is historic to get all of the facts and bring that person into your turnedice without making a big scene. Being honest and upfront about the tardiness and improper behavior will get much respect from the employee and show firm leadership. I will discuss what has been taken place and how important it is to have the self-coloured department working on one accord. I will also discuss that their tardiness is not fair to the other employees. I would take the time to ask if there is anything wrong, or if there is something happening in the oeuvre or personal life that is causing what is perceived as a person with a bad attitude who is unhappy at work.I believe listening and showing empathy will let the employee know you fretting about their well-being but yet, still mean business. There whitethorn be some personal issues that they just need to get take of their chest. If I get a sarcastic response from them, then I must be strong, but not attacking, and let them know that the behavior shown is not letable and needs to improve. I would be sure that I am focusing on the problem, not the person. In situations like these, staying pacify and let them do the talking will show the humility in you as a lea der.In situations like these, I would point out their strengths, and try to first focus on the good aspects of their performance quite an than a perceived bad attitude. Documenting and date this conversation as a verbal warning to the employee, yet not making it a threat. This is not a written warning, but shows that you did talk to the person about grueling employee issues. The more the employer documents, the easier it will be to terminate if it gets to that point. The biggest mistake is to not document. sustenance and building a case is the proof that shows you talked to this employee many times but to no avail (Sheahan, 2012).3. Describe what steps you would take to address the following scenario involving labor and laws The employee takes a daytime off from work, without management consent, for her religious holiday observance that falls on a day that is during tax inure. The day off occurred during an incredibly busy period for the company during which the employer had n otified all employees they were not allowed to take off without prior management approval. Also, there is no labor union for accountants. However, she begins talking to her co-workers during lunch breaks and sometimes during regular work hours, encouraging them to organize and form a union to protect ourselves.This can be a difficult situation because it involves the employees religious rights. According to an Act in 1997, GUIDELINES ON RELIGIOUS EXERCISE AND RELIGIOUS rumination IN THE FEDERAL WORKPLACE, Agencies shall not discriminate against employees on the hindquarters of religion, require religious participation or non-participation as a tick of employment, or permit religious harassment. And agencies shall accommodate employees exercise of their religion in the circumstances specified in these Guidelines.These requirements are but applications of the general convention that agencies shall treat all employees with the same respect and consideration, regardless of their re ligion. At the same time, employees are not to engage in religious acts with employees by forcing their beliefs and opinions on them. This can cause immediate termination. Regardless of religious observation day or not, an employee is not to take a work day off without employers permission. The employer has every right to terminate the employee. It is understandable to observe religious acts as an individual but there has to be communication between employee and employer. The employer has to make accommodations for that specific day.4. Describe what steps you would take to address the following scenario involving policies and procedures The employees executive program consistently asks her out on dates the employee initially refuses to go out on a date with her executive program. The employee later discusses the issue with her girlfriend who encourages her to accept his offers. During her new employee orientation, the employee was informed of the company policy which prevented emp loyees from date their supervisor and was devoted an employee handbook with the written policy. The employee and her supervisor later begin having a consensual kind.Based from the research according to Saalfeld Griggs PC Publications, a supervisor dating an employee is prohibited within many companies. Although romantic relationships in the workplace are common, employers have legitimate reasons for concern about employee dating. The biggest fear is a inner harassment lawsuit arising from either a supervisor who has a dress of asking subordinates out on dates an employee who files a lawsuit after a consensual relationship goes sour or the perception of co-workers that a supervisor is playing favorites with his or her significant other. A policy that prohibits a supervisor from dating a subordinate must also describe the punishment imposed if the policy is violated.Men often hold more senior(a) positions in a company, therefore, a policy that always penalizes the subordinate (e .g. by requiring termination or transfer) may create sexual discrimination liability. When enforcing a no dating policy, the employer must be careful to penalize both sexes equally. An employer who selectively enforces the policy, or enforces it more harshly against one sex compared to the other, may be liable for sexual discrimination. In a consensual relationship between a supervisor and a subordinate, the subordinate often is the telephone receiver of preferential treatment. Employees have asserted claims for sexual harassment based on the theory that they cant receive the same benefits because they are not sleeping with the boss.The policy is in writing and both the employer and employee decided to go against this policy. If one or the other is not able to transfer to another department, they must suffer the consequences of being released from the company.Reference Page1. Halbert, T., & Ingulli, E. (2012). Law & ethical motive in the business environment (7th ed.). Mason, OH Sou th-Western Cengage Learning.2. Sheahan, K. (2012). Bad Employee Behavior. Article retrieved from http//www.ehow.com/facts_6739049_bad-employee-behavior.html3. Sutton, R. (1999). Regulating study Romance. Article retrieved from http//www.sglaw.com/publications.php?id=36&pubtype=showarticle