Organizational behavior concepts and applications

Business Management -- Policy Memo

All members of the management team are advised to follow the following policy recommendations for dealing with the following five types of behavioral issues within this organization:

Noncompliance with Supervisor's Instructions

General Recommendations -- in cases of noncompliance with supervisor's instructions, the supervisor is to consult with the employee to discuss the issue, provide the employee a written statement detailing the problem, and immediately enter a formal written record of that discussion and a copy of the furnished notice in the employee's personnel file.

By creating a formal written entry in the personnel file documenting the discussion and any understandings or warnings, the supervisor can reduce the likelihood of any potential arguments by the employee that appropriate warnings or notice of the seriousness of the problem was not provided.

Unexcused Absenteeism or Habitual Tardiness

General Recommendations -- in cases of unexcused absenteeism or habitual tardiness, the supervisor is to consult with the employee to discuss the issue, provide the employee a written statement detailing the organization's policy on absenteeism and tardiness, and immediately enter a formal written record of that discussion and a copy of the furnished notice in the employee's personnel file. That discussion should include an inquiry into any specific health or personal problems that might be causes.

Rationale -- by creating a formal written entry in the personnel file documenting the discussion and any understandings or warnings, the supervisor can reduce the likelihood of any potential legal arguments or liability claims by the employee that the problem was caused by health or personal issues that could provide excuses barring enforcement of consequences pursuant to company policy on absenteeism or tardiness.

3. Sexual Harassment

General Recommendations -- in cases of any report or complaint of sexual harassment, the supervisor is to consult with the employee and (separately) with any and all individuals implicated in the complaint. The supervisor is also to consult internal legal counsel for advice and to implement the solution recommended by counsel.

Rationale -- the organization faces considerable potential liability unless the supervisor immediately initiates appropriate measures to resolve the problem and, if necessary, refer for training or discipline any staff member involved. By consulting legal counsel, the supervisor can avoid any insufficient response that could expose the company to liability for failing to take appropriate and timely action.

4. Racial, Religious, or Cultural Discrimination or Harassment

General Recommendations -- in cases of any report or complaint of racial, religious, or cultural discrimination or harassment, the supervisor is to consult with the employee and (separately) with any and all individuals implicated in the complaint. The supervisor is also to consult internal legal counsel for advice and to implement the solution recommended by counsel.

Rationale -- the organization faces considerable potential liability under Title VII of the Civil Rights Act of 1964 unless the supervisor immediately initiates appropriate measures to resolve the problem and, if necessary, refer for training or discipline any staff member involved. By consulting legal counsel, the supervisor can avoid any insufficient response that could expose the company to liability for failing to take appropriate and timely action.

5. Major Violation of Official Organizational Policy