Recommendations
The employers of organization have developed clear information of what may be regarded as misconduct. When a worker does what is not within the expected or right rules then the practice is deemed as a misconduct. In the case, Mr. Click did not break any stipulated laws as he has the right to teach his class in the manner that he feels fit. His misconduct can be said to be therefore unintentional, but it caused some intentional damage to his student. As a leader, he should have acted professionally by handling the situation before it got out of hand. He should also have realized that it was a recorded activity and thus acted with more caution.
What do you believe is the proper way to handle this situation?
The process of disciplinary action
Investigation: The human resource manager should conduct a thorough investigation on the matter. He can do this by interviewing the Mr. Click and some of the students who were present in the class when the misconduct occurred. He should also read the school’s policies carefully so as to ensure that he handles the matter within the school’s constitution.
Forewarning: The teacher should be informed of all the possible outcomes of his actions. This is so as to be fair and to ensure that the employee knows that he could lose his position in the university thus being encouraged to have other options. He should also be informed of the embarrassment that the video that was made had caused thus making him be in trouble with the school’s administrative staff.
The meeting itself: During the meeting between the disciplinary panel and the accused teacher, both parties should be given a chance to explain themselves. It would be wise for the human resource director to keep a record of the meeting’s discussion in case they need to refer to it at a later date. The teacher should then be given a preliminary course of action on the same day of the meeting and also confirmed four of when the final decision was to be given.
Conclusion
The final decision: It is only after all parties have tabled all the information that a conclusion should be reached. This means that the human resource director together with his team should have been fully convinced that the teacher is guilty of the misconduct. The teacher should also have understood and cooperated to take part in the disciplinary process. In this case the teacher could be found in participating in physical, sexual harassment of a foreign student; an action which could give the university a bad reputation with its international student. However, since the teacher had not planned for what he did, his misconduct was thus unintentional. It is also clear that he had a good rapport with his students evident by the fact that they could organize such a surprise for him comfortably.
What is the final decision of the group?
Fair and just decision would be that Dr Click be given a written warning. By creating social times and building a cohesive community between teachers and the students within and outside the school should be a key recommendation on the way forward.
