what are the possible disciplinary actions do you suggest we take regarding the first query? thank you very much.
2006-09-09 00:30:10 · 11 answers · asked by wengc 1 in Local Businesses ➔ Other - Local Businesses
depending on what exactly was spread, discipline from a verbal repremand to termination would be in order. If an employer fails to discipline, they could be guilty of creating a hostile work environment.
2006-09-09 00:45:46 · answer #1 · answered by Anarchy99 7 · 0⤊ 0⤋
Circumstances alter cases.
It may be that the offender did this unintentionally, or did not realise that the info was wrong, or thought that the type of info was OK to mention to a third party ( and therefore needs some mature advice).
If the offence was not too major, surely the first thing to do is for whoever is in charge to have a quiet word with that person.
See what their attitude is. I f they are genuinely apologetic and so on, give them another chance.
If they do it again, well you would be collecting records of these "incidents" and there might be a case for dismissal. You would need to know what are the agreed procedures for the office where you work and also whether the offender belongs to a union and so on.
2006-09-09 07:36:38 · answer #2 · answered by mutaali t 3 · 0⤊ 0⤋
Funny you should ask this because we were confronted with this problem on Thursday. According to our Human Resources yes it is grounds for dismissal. It is considered harrassing or belittiling a fellow employee. In our employee handbook it states that such actions as harrassment are considered immediate termination.
In our case, the entire department was given an in-service, with a sign off sheet. Our department supervisor (angerily) explained how damaging the gossip was to a particular employee who was having personal problems, and that the sign off sheet proved that we had been warned and if he heard anymore he had permission from the main office and HR to have security come and remove the culprits right away.
2006-09-09 07:41:14 · answer #3 · answered by Anonymous · 0⤊ 0⤋
As a business owner. I have run into this a few time over the years and you must confront t the person to stop it!! Warn them in writing and verbally and only oce and make sure they understand that!!. if it happens again there will be consequences and make sure they understand that as well and get it in writing so they cant come back and say I didn't know that!!!make sure they sign it along with you and maybe another person, it not good for moral it a business setting
2006-09-09 11:03:56 · answer #4 · answered by Anonymous · 0⤊ 0⤋
It depends...if the information had little to do with the job performance, I believe a warning that gossip isn't tolerated would be sufficient. However, if the information puts someones credentials or job performance in jeopardy, immediate dismissal is the answer.
2006-09-09 07:34:54 · answer #5 · answered by movedtoMA 2 · 0⤊ 0⤋
I would suggest a verbal reprimand first...followed by written if necessary....then, if continued, termination....If followed in this order, it will show that the person is going against a directive issued by the company
2006-09-09 07:34:17 · answer #6 · answered by Anonymous · 0⤊ 0⤋
My opinion, yes. However, if it was possible to talk to the person about the issue as to the reason for such a behavior--but if it seems in their nature to do this, a discussion may do no good.
2006-09-09 07:35:28 · answer #7 · answered by old_woman_84 7 · 0⤊ 0⤋
if the wrong info somehow affects that person's ability to do their job efficiently, then, hell yeah - hit the road, jack! if it's just catty remarks about a person's personal life, tell the person spreading the wrong info to get a life & just do their job.
2006-09-09 07:42:19 · answer #8 · answered by krazy4hd 3 · 0⤊ 0⤋
Termination!
2006-09-09 07:37:09 · answer #9 · answered by bill a 5 · 0⤊ 0⤋
Stay out of office politics! Yes you an be fired for lying about someone.
2006-09-09 07:32:41 · answer #10 · answered by Anonymous · 0⤊ 0⤋