Professional Documents
Culture Documents
We did not have any specific policy and procedure till date when this incident happened and we
lost this case. we held meeting for several times about sams issue but we couldnt provide
sufficient evidence because we did not keep minute of those meetings and didnt send any formal
notification or document. The reason for loosing this case were seriously evaluated and we made
a conclusion that we need to have the company policy and procedure that compiles the current
government legislation regarding workplace and which will help our employees to perform better
in the future.
Misconduct
Scheduled
Review
Poor
Performanc
e
Organiz
e
meeting
Prepare
for
Appraisal
Conduct
Appraisal
Document
outcomes
Schedule Followup
B. Disciplinary Hearings:
If Major
referral to
police
Misconduct Investigation
Initiated
Employee
Investigatio
stood down n Outcomes
Reported
Disciplin
e Applied
End of
Issue
If not major
The things our organization should have done to evidence that it has implemented process to
support non-performing employees are:
1. It should have prepared documents for each stage of meetings regarding performance of
Sam
2. It should have documented her delay in work performance
3. It should have documented that she was given time to learn the new software and she was
trained for it as well.
Using Sams case as an example we can find out many mistakes that organization have done
regarding documentation process. the documents that should have been prepared in this case in
each stages are:
1. Sam should have been given written warning letters when she behaved her manager
rudely and yelled at her.
2. They should have made a staff performance file in which it should be noted about her
performance issues. If she was delay at her projects she should have been reported in
written form or via emails.
3. she should have been given written information about her delay in projects and the loss
she has been causing to the company.
4. When she was not performing well her manager and human resource manager conducted
meeting, it should have been filed.
Regarding her serious misconducts:
1. She should have been notified to police.
2. The meeting that her manager and human resource manager had was supposed to be in
written form, and minutes had to be made.
3. Assistance from HR should have been taken as soon as her misbehaving habit was
initiated.
4. She should have been counseled in first place when she was being rude and angry.
This case study has been really important to show the human behavior that occurs in an
organization. It has been proven that we have to document each and every event that takes place
in an organization regarding people performance. This will easy to solve any kind of legal
complications that can occur which would probably harm the organization.