Ethical Dilemma Executive Summary - Essay Example

number: Personnel policy refers to a set of rules that delineate the way in which organizations treats its human resources. According to Kania and Davies (2011, p.166), one major concern of any criminal justice manager is staff turnover as it results to the loss of experienced employees. Job dissatisfaction is a leading cause of staff turnover, and this evidences internal inefficiencies in terms of policies. Kania et al states that police agencies spend a great sum of money on recruiting, selecting and training new employees.

To add, he states that turnover in corrections department is exceptionally high, especially in the last years of employment as experienced officers opt to take positions in better paying agencies. Therefore, it is critical to observe certain minimum personnel policies to ensure staff retention, in criminal justice agencies. Most of the agencies have adopted policies that contain a horde of provisions. They include: Shift Premium pay It entails provision of additional compensations to the staff who are engaged in working either during the night shift or a weekend shift.

According to North Carolina Department of Corrections, it applies to employee required to work on a regular recurring basis, evening or night shift. In addition, it shall apply to an employee who is required to substitute in a position because of a vacancy or the incumbent’s absence. However, the benefit shall not accrue to an employee temporarily placed on a shift or employed to work in a shift that normally receives such pay. The policy sets use the guideline that shall apply and a work schedule rule designation.

Further, the premium shall be granted in addition to any other premium pay to which the employee may be entitles, such as holiday pay premium. The shift premium is included in the calculation of the regular hourly rate of pay for the purposes of computing overtime.1 Unlawful Workplace Harassment and Professional Conduct Policy. This entails providing the employees with a conducive environment, and that spurs them to discharge their duties in a professional manner and to the best of their ability.

For instance, North Carolina correctional Department’s Policy requires that all employees operates in a professional manner and provides for a zero tolerance for the breach of the policy requirements. It specifically prohibits unwelcome and unsolicited speech or conduct based upon race, sex, creed, religion, nationality, age, and color among others. It further defines ‘aggrieved individual, ‘complainant’, ‘respondent’, hostile work environment among others. It also provides examples of conducts that are prohibited, and provides for confidentiality of the information gathered pursuance to this policy requirement.

To add, it spells out the mode of making complains, the nature of complains, and draws a boundary between these conducts and fair speech.2 Equal Employment Opportunity This policy provides for equal treatment of all employees. For instance, Texas Department of Criminal Justice (TDCJ) states that no employee shall be discriminated on any ground whatsoever, and commits TDCJ to recruiting a diverse workforce. It states that decisions that relates to recruitment, hiring, position transfers and promotions shall be based on individual qualifications and ability to perform essential functions of their position.

It provides a procedure which an employee or an applicant who feels that they have been discriminated on any of the grounds, and those who have been sexually abused to lounge a complain. Moreover, it states that employees who violate it will be subject to disciplinary action.3 Religious Accommodation in the Workplace This forbids discrimination of an employee because of religious affiliations. For instance, TDCJ executive directive PD-15(rev.2) stipulates that it shall consider requests for religious accommodation without regard to nay discriminative ground.

To add, it states that an employee is free not to profess any religious beliefs. It however exempts non-religious ethical beliefs from protection of the directive. Provision for reasonable accommodation, shall, however, be consistent with state and federal law. Nevertheless, the accommodation shall be in such a way as to minimize as much as possible, the burden on the individuals’ free exercise of religion. If the accommodation offered is not the accommodation preferred by the applicant or employee, he/she is not obliged to accept the same.

To add, it sets the procedure to be followed, and actions that the responsible officers may take.4 Drug Free Workplace TDCJ directive number PD-17(rev.5) states that TDJC shall maintain a drug free workplace. It prohibits any manner of dealing and use of drugs within the workplace and prescribes punishment for breach. The directive further specifies a number of drugs that it prohibits, through definition of the word drug. The directive recognizes that substance abuse can impair the performance of an employee and may endanger the other employees, coworkers and the public as well as property.

To add, substance abuse can increase the potential for delivery of contraband to offenders. The directive further provides mechanisms of enforcing this directive, and procedure for doing so, and actions that would be taken if the results are negative or positive. To add, it provides for several forms and nature of tests.5 Workplace Diversity Workplace diversity is subject to TDCJ executive directive number PD-10(Rev.2) stipulates that managers and supervisors shall encourage employees to recognize that diversity within the workplace is one of the TDCJ’s greatest strengths, enhances the TDCJ’s ability to accomplish its mission, and enriches employees both professionally and personally.

The directive recognizes that we derive great strengths from our differences and build on our similarities in order to achieve a horde of benefits such as creation of a positive environment to promote personal and professional development and attract new talent, work diligently to remove barriers hindering our progress and provide leadership that empowers all employees to reach their full potential.6 References Texas Department of Criminal Justice. Workplace Diversity. Executive Directive No.

Pd-10 (Rev. 2), January 1, 2010. Texas Department of Criminal Justice. Drug Free Workplace. Executive Directive No. PD-17(rev.5), January 1, 2010. < http://www.tdcj.state.tx.us/vacancy/hr-policy/pd-17.pdf > Texas Department of Criminal Justice. Religious Accommodation in the Workplace. Executive Directive No. PD-15(rev.5), January 1, 2010. < http://www.tdcj.state.tx.us/vacancy/hr-policy/pd-15.pdf>