Quiz 15: Managing Employee Separations: Turnover, Communication, and Employee Engagement 

Business

Termination refers to stage in employee career where the employer treats him as a danger for the organization and thus terminates him from his duties in the organization. This is a negative phase wherever the suitability of the employee is no more apt for the organization. There can be various reasons for the termination of an employee including performance, security, threats, harassment, non compliance of company policies etc. However it is necessary that the HR managers should always find out the actual reasons in case of lower performance, non-compliance of some policies. For example new technology introduced in organization which lead to non performance of some employee and company terminated him is irrelevant as here the HR should have found the reason and tried to train them on usage of new technology and if then also he will not improve then they can think of termination. Thus always the HR should look if there is scope of improvement and if really the employee is threat then only can be terminated. Few examples of such is theft, financial data manipulation, violence, abuse etc can be treated as termination causes.

The issues of just cause and due process which are linked to the employer disciplinary actions can be discussed one by one. Due process is similar to just cause in terms of fairness. In the due process the employer must use the fair process for determining the employee wrongful acts. In that case the employer has the opportunity has all the right to explain and also defend his or her action taken. Organizational justice is one of the key aspects of the due process. Just cause is the employment related activities which exists in order to take right employment related issues and actions thereafter. Just cause is the reasonable justification for undertaking any employment related action. Thus it can be said that the issue of just cause and due processes are linked to the employment disciplinary actions.

To discuss the statement of even though the efforts for restricting employee's free speech in the work place may be given permission these may cause trouble. The troubling question in regard to the issue can also affect the rights of individuals. Employees' free speech right is protected by country A's constitution. The employee's freedom of speech is seen to collide with the employers' restrictions. Whistle blowing, controversial arguments and views along with the use of the internet and the technology are some of the areas undergoing collision. The question of free speech arises to advocate the controversial viewpoints over the rights of employees at the work place. In most cases the employers' must take procedures and demonstrations for disciplinary actions against the employees through justified reasons for actions. Whistle blowers are another ways by which any wrongful deeds or actions of bosses or higher authorities can be informed and filed complaint for necessary steps. The Sarbanes-Oxley act is also intended to protect company from any ethical breaches conducted. Thus, even though efforts for restricting employee's free speech in work place may be given permission troubling issues affecting individual rights troubles.