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Policy Development

Student’s Name

Professor’s Name

Date

If you were asked to develop a policy on discipline, what topic would you cover in the policy?

In the case I was asked to develop policy on a particular discipline, the system would be inclined more so on the attendance of the employees, theft, job behavior issues, and work performance. For the case of the attendance policy, I would be in a place to ensure that all workers get approved daily to ensure that their attendance on the job has been actively monitored and that all they off days need to be approved. For instance, I would be in a place to set out the emergency days to be 3 per year besides the vacation and sick leaves, which were taken without any approval (Blanpain, Landa, Langille, & Auvergnon, 2009).

Although money is the first thing that comes into mind in workplace theft, it is keen to note that theft at the workplace is not limited to cash. Employees are more likely to steal the company's property and also crucial information about the company operations and give it to the competitors. On a smaller scale, employees are more likely to steal things such as supplies, property, or even time when they are conducting their businesses. As a measure to curb this move, I would be in a place to set out strict standards more so on items of the company. For instance, in the case an employee is caught with a stolen item, they would be forced to pay off with the use of their paycheck or be given off without any form of payment.

Work performance management is considered as a handy tool more so when it comes to drawing boundaries for appropriate behavior within a given workforce. At the time, some issues need to be addressed, and at other times, there are discipline measures that need to be addressed to deter a particular behavior.

The purpose of performance management is to help the employee be successful and to draw boundaries for appropriate behavior on the job. At times, some problems need to be addressed. Some of the performance issues which I would love to put discipline measures on include things such as lateness, absenteeism, and living work without permission. From the research, I have been in a place to discover that in the case, such things are not well addressed, there is a higher tendency that they are going to interfere with work performance. Other critical issues under work-related performance include things such as spoilage and wastage of materials, failure to meet product specifications, and inappropriate work records. In case of such problems, employees will be the first to be talked to, and he/she is not doing anything to rectify the mistake, they would be given a warning and finally a letter of termination (Tia, 2018).

Job-related issues can be dealt with on a subject basis and also depending on its intensity and severity. Employees found with job-related issues can either with a verbal and a written warning, and in case of serious problems such as possession of weapons and firearms, it would lead to termination.

References

Blanpain, R., Landa, J. P., Langille, B., & Auvergnon, P. (2009). Employment Policies and Multilevel Governance. Kluwer Law International B.V.

Job quits and job losses among older workers versus prime-age workers, European countries, 2011. (2013). Aging and Employment Policies. DOI:10.1787/9789264201484-graph10-en