Check the blog for your assignment this week: http://web.sba.gov/sbtn/registration/index.cfm?CourseId=28
Click on the link above and fill out the form. Take the online course and print out the certificate when you are finished. Turn in the certificate by August 22. This assignment is worth 6 points
Click on the link above and fill out the form. Take the online course and print out the certificate when you are finished. Turn in the certificate by August 22. This assignment is worth 6 points
The members of group 8 would reprimand our employees in the same way. It all depends on how serious of a mistake that the employee made. If it was a minor mistake give them a warning and show them how to do it correctly. If it was a major mistake we would have a meeting with the employee and discuss what may happen. It could go as far as them being fired if this has happened multiple times or a decrease in their hours that they would work. They could also lose their end of the year bonus amount as well. It really all depends on how big of a mistake that they made.
ReplyDeleteGroup 8 got together over dinner to discuss what we would do to our employees if they made mistakes.
Class 121 group 10:
ReplyDeleteAfter meeting this morning we decided we would start showing our employee the handbook and what they did wrong and start a retraining process of the section in question then document the process. Therefore on further infractions we can justify further changes in employment status.
Group 26:
ReplyDeleteWe discussed this question through phone calls and text messages. We all agreed that the severity of the reprimand would be determined by the severity of the infraction. We said that we would start by having an extensive employee handbook and have all employees read it. This way even before something happens employees should be able expect the results of their actions. In most cases for first offenses and minor things a verbal or written warning would be enough while instructing them to review the handbook. If more serious or repeat infractions occur then more serious steps will be taken. Anything from suspension, reduction of hours, and even termination will be considered based on the guidelines set out in the handbook. We thought the best way to prevent these kind of incidents is to start by hiring the right people and keeping a good relationship with them by treating them with respect and kindness.
Group 9 discussed this week's topic on how to reprimand an employee via text message and email.
ReplyDeleteWe determined that the employee would be reprimanded according to the gravity of the situation. If the offense was minor or it was the first incident from the individual, we would meet with the employee and discuss how the incident should have been handled and go over the employee handbook if necessary. Verbal warnings and formal write-ups would be utilized as a penalty for additional violations. A more serious infraction would lead to time off without pay or potentially termination of employment, depending on the situation.
Group 20 met and discussed this week's blog topic.
ReplyDeleteAs a group, we decided that prevention of this kind of behavior is key. An employee handbook would be provided to all employees and they would all receive extensive training on how to perform the duties required. Reprimand would depend on the severity of the misconduct, and also on the overall past performance of the employee. He/she may receive counsil on how to prevent it from happening again if past performance has been up to par. By the same token, if the employee has showed lack of care in the job position, termination of employment could result immediately. While it is important to give people ample time to adjust to new job positions, in a healthcare environment where patients are involved, there is very little room for carelessness. It all depends on the situation, but if termination were required, it would be professional and respectful. The doctor would simply explain that she didn't believe this job position was suitable and that it would be best for all if employment was terminated and/or a different position was filled.