Following the guidelines of the course ID guidelinesStudent’s NameUniversity
In order to decide organizational disciplinary status and employee functionality, any business organization must set standard disciplinary procedures to be met by the corporate human resources. By identifying the issues mentioned in the case scenario, it would be logical for the employer to terminate the office manager for his irresponsible behavior and late attendance (Chi, Freeman & Kleiner, 2011). As an HR director of the company, it would be advised to make deliberate process and documentation before terminating the irresponsible employee (Segalla, Jacobs-Belschak & Müller, 2001). In this particular case scenario, the management has observed that the office manager has been regularly late at the work. Apart from that, he is quite inconsistent in his work. As the supervisor has asked for the reason for such behavior, the manager has shown some personal issues. Besides, the performance of the manager has gone down significant as most of the submitted work have been late and full of errors.
References
Chi, W., Freeman, R., & Kleiner, M. (2011). Adoption and Termination of Employee Involvement Programs. LABOUR, 25(1), 45-62. http://dx.doi.org/10.1111/j.1467-9914.2010.00510.x
Edwards, M. (2012). Employment Law – Ethical employment practices. Ac, 1998(5). http://dx.doi.org/10.14296/ac.v1998i5.1603
Guerin, L. (2016). What Is Wrongful Termination? | EmploymentLawFirms.com.EmploymentLawFirms.com. Retrieved April 2016, from http://www.employmentlawfirms.com/termination-layoffs/when-termination-is-wrongful.htm
Segalla, M., Jacobs-Belschak, G., & Müller, C. (2001). Cultural influences on employee termination decisions:. European Management Journal, 19(1), 58-72. http://dx.doi.org/10.1016/s0263-2373(00)00071-2
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