Security management
In every institution or firm whether large or small, security management is quite sensitive. Security management enables in identifying threats across the environment, enhances quick response to incidents and conducting thorough investigation. It’s important in measuring, managing and reporting compliances. Many have interest in it for the purpose of optimizing their existing investments in the security and as well reduce risks. It is active in operational and tactical level. There is need of using strategies in managing security. With strategies helps in risks that are difficult in anticipating and understanding fully. Security management is part of every manager’s job. Management is responsible for taking appropriate measures to reduce the chances of failure to an acceptable level.
Primary purpose of conducting disciplinary investigations
Conducting disciplinary investigation encourages in correcting behavior. Conducting disciplinary investigation helps in obtaining all the necessary facts about allegations breached of discipline. This helps in allowing the civil servants conducting disciplinary hearings to make a conclusion. Provides sufficient evidence in allowing proceeding healing and mostly in workplace, conducting disciplinary investigations aims dealing with allegations of employees misconducts. At workplace you may find some of the employees with misconduct such as excessive tardiness, absent without notification, insubordination, theft, dishonesty, failure to obey rules and regulation at workplace and being rude in workplace. Conducting disciplinary investigation helps the security manager to encourage improvement, act promptly, gather facts, be fair and firm in deciding the disciplinary act towards the misconduct.
Who is responsible for conducting the investigation?
The security manager is the best person to conduct an investigation. He/she is the responsible for processes in security management. At workplace, a preliminary investigation is conducted by the employee’s supervisor or other management officials. Immediate beginning of an investigation once misconduct is suspected helps in obtaining valid results . The employee’s direct supervisor cannot be involved in final decision in discharging an employee. In circumstances of the employee’s misconduct at workplace, the direct supervisor can be involved in conducting investigation, interviewing the employee, interviewing all the witnesses and finally be involved in decision making process.
Types of complaints that should be investigated
There are different complains that may be investigated. Ombudsperson may conduct the investigation complaints from groups or individuals of people. Complains may involve unfair administrative decision or public action’s agency. Ombudsperson has mandate to decide complaints to be investigated or not. Complaints may be concerned with delay, negligence, rudeness, arbitrariness, unlawfulness or oppressive behavior. Investigating complaints ensures justice is done and improves good conducts among people. At work place, it’s important for improving the discipline of the employees and enhances their relationship in working place.
Standards that an employer must follow when conducting an investigatory interview that may result in the disciplining or discharge of an employee
Some employer may not be just in disciplining or discharging an employee. This leads to development of standards to be followed in disciplining the employee. The guidelines are as follows;
- Oral or verbal warning to an employee. Employee should be warned of his or her conducts. The unacceptable behavior is being described, expected behaviors are indicated and future consequences of failure to change are outlined.
- Written warning. This can be issued to the employee due to repeated offenses which are of more serious nature. The copy may be placed in employee’s human right file and may refer to the verbal warning.
- Suspension. When an employee continuous in violating rules after the above warning, suspension is used. He/she is suspended from the working position without payment for a period of time .
- Demotion. Where misconduct or action that is willful indicates appropriate, demotion may be put into place.
- Termination. This is the final result of going through well steps which are documented of the discipline progression process. This discharge of the employee.
References
Assefa, S. K. (2010). Criminal Procedure Law: Principles, Rules and Practices. china: Xlibris Corporation, .
Kotz, H. D. (2010). Practices Related to Naked Short Selling Complaints and Referrals. britain: DIANE Publishing.
Ortmeier, P. J. ( 2004). Security Management: An Introduction. woburn: Pearson/Prentice Hall,.
