Managing Employee Discipline

and Privacy

Jenner T. Granada, R.N.

Discipline Without Punishment

1. No one likes to be punished.

2. Punishment tends to gain short-
term compliance, but not the
sort of long-term cooperation
employers often prefer.
1. Issue an oral reminder
2. Issue a formal written reminder
3. Decision making leave
4. Dismissal
 Employee Privacy

 The personal data that the employee

provided to the employer should not be
disclosed.
 4 main types of employee
privacy violation

1. Intrusion
2. Publication of private matters
3. Disclosure of medical records
4. Appropriation of an employee’s name
or likeness for commercial purposes.
Monitoring Widespread
Computer Monitoring
Telephone Monitoring
Video Surveillance
Managing Dismissal
 Grounds for Dismissal
1. Unsatisfactory Performance
2. Misconduct
3. Lack of Qualifications
4. Change requirements of the Job
 Insubordination
1.Direct disregard of the boss’s authority.
2.Direct disobedience of, or refusal to obey, the boss’s
clear orders, particularly in front of others.
3.Deliberate defiance of clearly stated company policies,
rules and regulations, and procedures.
4.Public criticism of the boss.
5.Blatant disregard of reasonable instructions.
6.Contemptuous display of disrespect.
7.Disregard for the chain of command, shown by
frequently going around the immediate supervisor with
complaints, suggestions, or political maneuvers.
8.Participation in an effort to undermine or remove the
boss.
 Fairness in Dismissals
1.Given Full explanations of why and how
termination decisions were made.
2.Institute a formal multistep procedure and a
neutral appeal process.
3.Who actually does the dismissing is
important.
 Security measures
Dismissal Checklist
Accompanying them out of their office and
the building.
Disable all internet related or accounts and
password access of former employee.
Measures range from simply disabling access
and changing passwords to reconfiguring the
network and changing IP addresses, remote
access procedures, and telephone numbers.
Avoiding Wrongful Discharge Suits

1.Set up employment policies and dispute

resolution procedures that make employees
feel fairly treated.
2.Review and refine all employment-related
policies, procedures, and documents to limit
challenges.
3.Clearly communicate job expectations to the
employee.
 Human Resource Management Practices
 Increasingly dependent on knowledge and skills
 Implementation of a new organizational method in the firm's
business practices, in the organization of its workplace or in
its external relations.
 Generate increased knowledge, motivation, synergy and
commitment of a firm’s employees.
 Has significant and positive relationship on organizational
innovation via knowledge management.
 Set the tone and condition of the employer-employee
relationship.