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Lesson 4 Assignment

Internal Employee Relations

Course Topic and Related Issues

Lesson 4

Internal employee relations:

There will be times when an employee will not meet the job requirements.  Also, there will be times when an employee is dissatisfied with the company’s actions.
Develop a plan for resolving employee complaints.

Assignments

Design a disciplinary action process for Max’s.Develop a step-by-step procedure for resolving employee complaints.On your team's Lesson 4 Assignment page, click the edit button in the top right and post your answer to this assignment.


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  1. DISCIPLINARY PROCESS

    It is in the Company’s interest to attempt to remedy an employee’s unsatisfactory performance and/or conduct while on the job. Therefore, a Supervisor or Manager may institute progressive measures designed to counsel an employee engaged in unacceptable performance and/or conduct. An employee’s work may be unsatisfactory due to either conduct-related issues or performance-related issues. Performance issues usually deal with capabilities and involve the quality or quantity of an employee’s work.

    Progressive Discipline Process

    When an employee’s performance and/or conduct become unsatisfactory, there are several ways in which a Supervisor or Manager may attempt to counsel the employee and remedy the unsatisfactory performance and/or conduct: (i) Coaching session; (ii) Verbal warning; (iii) Written warning; and (iv) Termination.

    •  Counselling Session:  involves verbal communication between you and your Supervisor/Manager.  Your Supervisor/Manager will inform you that you are not meeting Company Standards and will suggest measures you need to improve your performance.  Counseling sessions will be documented and kept on file with your Supervisor/Manager.  These documents will be considered part of the progressive disciplinary process if performance and/or conduct do not improve.
    • Verbal Warning:  involves verbal communication that is documented between you and your supervisor.  Your supervisor will inform you that your performance and/or conduct is not meeting Company standards, and will provide measures you can take to remedy the problem.  This documentation will become part of your personnel file.
    • Written Warning for Unsatisfactory Performance:  involves delivery of a Formal Performance Improvement Plan and follow up meetings conducted by the Supervisor/Manager.  Your Supervisor/Manager will clarify your job expectations and describe how your performance falls short of these expectations.  You will be provided guidelines for constructively improving your performance.  The Supervisor/Manager will develop a time frame for improvement including the consequences if improvement does not occur.  This documentation will become part of your personnel file. If the employee achieves satisfactory performance as defined in the Formal Performance Improvement Plan, documentation will be placed in your file accordingly. 
    • Written Warning for Conduct-Related Issues: if the conduct in question continues after a verbal warning, or if the first time the conduct in question occurs constitutes a Major Offense, a Written Warning will be issued. This documentation will become part of your personnel file.
    • Suspension without Pay:  Human Resources must approve any suspension without pay. Suspensions may not exceed 30 working days and are only appropriate if other warnings have failed. If following an investigation the Company determines that the suspension was not appropriate, pay may be reinstated in whole or in part.
    • Further Disciplinary Action:  If an employee’s unsatisfactory performance and/or conduct on the job continues after a written warning is issued, then further action, including termination, can be taken.  If a supervisor wishes to take adverse employment action against an employee, the supervisor will contact the next higher level of management and Human Resources before taking such action.
    • Termination:  may occur if it is determined that performance and/or conduct did not improve.

    These steps are a guideline, and you should keep in mind that the circumstances may necessitate that certain steps be eliminated.  For example, an action(s) could, at the Company’s discretion, result in immediate termination.

    CODE OF CONDUCT

    Max's Restaurant is focused on the well-being of all our employees, our customers and our community. Therefore, all employees are expected to adhere to the following standards at all times.

    • Employees are expected to conduct themselves in a professional, appropriate manner at all times in the restaurant, as well as, in the community at organized events.
    • Employees are expected to be prompt and complete all scheduled shifts. Unauthorized or excessive absence, consistent tardiness will not be allowed.
    • We are a team, working together. As such, obscene, vulgar, abusive, harassing, or disruptive language or behavior will not be tolerated. This includes sexual harassment of, fighting with or threatening of customers or coworkers. 
    • Employees must conduct themselves in a safe manner at all times. Blatant disregard of Max's restaurant safety policy and procedures will not be accepted.
    • Max's is a drug free work environment. Therefore, employees found to be under the influence of alcohol, illegal and/or prescription drugs will be excused immediately.
    • Personal use of Max's restaurant phones, equipment, supplies without prior supervisor approval is forbidden. Employees are not permitted to use personal cell phones, smart phones or other such devices while working without supervisor approval.
    • Theft, forgery and fraud are causes for immediate termination.

    DRESS CODE

    Max’s Restaurant wants to promote an inviting company culture for both our patrons and our employees. To help promote this atmosphere, Max’s Restaurant has a defined employee dress code and safety policy:

    • Employees should always be clean and well groomed with hair pulled back off of the shoulders.
    • Employees should have groomed facial hair
    • Work apparel must consist of a polo shirt (Red, Blue, White or Black in color) and pants of your choice. (Blue Jeans are acceptable)
    • All employees MUST wear shoes with closed toe, non-skid soles for your own safety in the restaurant
    • Inappropriate attire for work includes tank tops; midriff tops; shirts with potentially offensive words, terms, logos, pictures, cartoons, or slogans; halter-tops; tops with bare shoulders or plunging necklines

    Any violation of this policy will follow the disciplinary process as stated previously.

    GRIEVANCE PROCEDURE

    We encourage all employees to voice their complaints and either observed or perceived misconduct via the proper channels. Proper and timely airing of grievances may benefit the employee, their co-workers, and the overall Corporation. Failure to report misconduct could expose the Company and its directors, officers, and employees to potential criminal and civil penalties, as well as damage to the Company’s reputation. Please follow the steps below for resolution of grievances:

    1. Informal Grievance – You are encouraged to approach the immediate supervisor on duty with said grievance. Once discussed the supervisor will, in good faith, investigate the matter and inform you of their findings.
      1. If you do not feel comfortable contacting your supervisor on the matter you are encouraged to contact a company maintained, toll-free Human Resources Code of Conduct line which is available around the clock at 1-800-MAX-HRCC in order to voice your grievance, ask questions or raise concerns about ethical matters or misconduct. This may be done on a confidential basis, and any employee submitting a good faith complaint will be protected from dismissal or retaliation of any kind.
    2. Formal Grievance – In the event that the informal procedure is not sufficient, or you feel an unjust decision has been reached, you may contact your supervisor, the restaurant manager, or HR manager in writing to air grievances and/or schedule a formal meeting to discuss your complaints. The manager will then review the facts and report back in writing of their findings.
    3. In the event that you feel the decision made on your grievance is still unjust the matter will be escalated to a company executive for review.
    4. If at this point the grievance is still unresolved and/or deemed by you to be unfair, Arbitration can be utilized in which the findings by the independent Arbitrator will be the final decision on the matter, and should be accepted by both the employee and the Company representative.