Brief Three Fact Termination Paterns - Book Report/Review Example

Termination patterns Termination of employees is a difficult decision to make especially if the employee is a committed stakeholder of the company. However, violation of the company’s rules is more serious and may call for immediate dismissal. Allen violated the company’s rule yet he was aware that it could lead to dismissal. As the supervisor, I would ensure that what I do to him is consistent with the company’s policy and is clear to him. First, Allen new that he did something wrong, therefore, dismissing him should not make him furious although we will lose one the best employee.

First, I will document all the details of his violation and follow the termination procedure to avoid discrimination. Documentation will help in protecting myself in case of a lawsuit and for future reference in case another incident occurs (Code of Conduct and Ethics for Employees and Directors 1). Since I had given him a notice earlier on, I will just give him a dismissal letter and cut off his access to the company’s sensitive information. After firing him, it will be wise to replace him with somebody competent and alert him to matters concerning the companys code of conduct.

In any organization, it is important to have employees who are critical thinkers and can make sound decisions concerning the company and their colleagues. Sometimes employees will break the companys policy in one way or another, and there is need to listen to them and judge. Some decisions can cost the company more or ruin its reputation such as the case involving Bill, which requires good judgment and thorough evaluation. Bill did not violate the rule intentionally and the action was not malicious.

He just wanted to assist the manager to count the money. Disregarding the situation facing Bill will be the best thing for Toni to do, as the benefit of retaining him is more than firing him and employing another. The manager should transfer him to another department that does not require money counting. The company should also giving him a warning letter and advice him to be keener while on duty. A re-evaluation of the company’s policy will be good for this case so that instead of just firing, there are other options such as reassignment to another job.

The case involving Sarah is a bit complicated since it involves her employer who is not ready to listen. The vice president is a liar and a traitor as she accuses Sara wrongly of forging her signature. The scenario is complicated by the action the company management takes by ensuring that Sara stays out of the companys premises. Sarah did a mistake by shouting at the president and storming out instead of arguing calmly to solve the issue. People should never quit jobs, but the managers and Sara should have remained in the job and avoid any confrontations with the vice president.

She should have reported the matter to the relevant authorities instead of quitting and finding another job. Another issue is that Sara is that she was involved with employment at will where the manager dismissed her without any genuine reason and without giving her a chance to explain the matter. Managers usually support each other, the company, and not the employees. The restaurants management will suffer some financial losses as they employ another employee to replace Sarah due to the hiring and training costs.

The company lacks liability in maintaining good records and the fact that the management is by close family members it is difficult to solve issues that arise with the employees. Sara went on a constructive discharge when the employer made her working conditions intolerable. First, the vice president accused her wrongly of forging her signature, accused her of firing herself, locked her locker, and called the police to get her out. She had no option rather than quit the job.Works CitedCode of Conduct and Ethics for Employees and Directors,.

Code Of Conduct And Ethics For Employees And Directors, TD Bank Group. © 2015. https://www.td.com/document/PDF/governance/td-governance-code-ethics.pdf