Memo to Report Inappropriate Behaviour
Memo to Report Inappropriate Behaviour
SUMMARY
The main purpose of this memo is to express distaste and report an uncomfortable behavior from an employee who has gone against the work policies that emphasize on the maintenance of a peaceful and respectful work environment. The employee exhibited an inappropriate form of behavior towards her supervisor in a federal agency at her supervisor’s office. It is important and of crucial significance to make sure that the hostility from the employee is reported and an appropriate disciplinary and counseling measure is taken. Disciplinary actions are necessary measures that have to be taken in the event of disruptive encounters when people are treated with lack of respect, courtesy and dignity.
BACKGROUND
A disruptive and inappropriate behavior is any behavior, conflict, encounter or confrontation that is intimidating and ranges from physical to verbal abuse to even sexual harassment particularly in a workplace set up. Often, inappropriate behaviour leads to extreme emotional and psychological feelings that affect the different relationships in the work environment (Rosenstein, 2008).
Over a month ago, an employee was given an important work that was to be completed a month before. The employee had been emailed two times by her supervisor being reminded on the status and progress of the task assigned but there were no replies received from the employee. When questioned on the availability of the work and lack of dedication to ensuring it was completed the employee began to yell disrespectfully in the presence of her supervisor in the federal agency office and verbally abusing the supervisor stating that she would complete the work during her free time from the tight schedule. Attempts to calm this employee by the supervisor and advice on the appropriate workplace ethics, code of conduct and professionalism went futile as she admitted to receiving the emails but reluctantly promising to start the work at her free time. This was a disrespectful form of behaviour since the supervisor was not able to get the opportunity to advise the employee during the confrontation.
RECOMMENDATIONS
It is therefore recommended for the employee to as soon as possible meet with the committee for Interdisciplinary Peer Relations. Because it is the first incident of ridicule, intimidation and condescension, great focus will be paid to counseling, which will aim to identify the inappropriate behaviour, and the impacts that it has to other workplace members. The consequence of the behaviour can then be stated as employee dissatisfaction, search for new positions in environments that are more professional (Rosenstein, 2008). The verbal communication will then be confirmed in a written memo that will be placed in either the employee’s or the supervisor’s personal file. Either of the parties can reply with an attached written reply together with the memo. In case of a second offense, a formally written warning will be issued advising for professional help in counseling. Future offences are served with final warnings and a possible termination of work following decision from the Board of Governors (Rosenstein, 2008).The Anonymous Procedure for Reporting can similarly be approached as an alternative recommendation with regard to handling the disciplinary action for inappropriate behaviour. A personal experience or an observed inappropriate behaviour may be reported anonymously through submitting a set of important information to the Interdisciplinary Peer Relations Committee. These data should include a precise location and a detailed account of the encounter together with the time of the event and the names of the involved individuals (Rosenstein, 2008).
Reference
Rosenstein.A, M. (2008). Managing disruptive physician behavior: Impact on staff
relationships. Neurology, 70, 1564-1570.
