Question

help.... i work at fastenal and was going to do about that.

Write a 2 page paper summarizing your employers policies and procedures when dealing with problem employees. Do you think this is an effective method? Why or why not? What changes would you recommend? Why would you recommend those changes? Your paper must include: -Title Page -2 FULL pages of summarization -Reference page

Answer 1

ANSWER :

Fastenal is a Canadian company that has issued certain employers policy and procedure when dealing with problem employees

The Employer's policy and procedure when dealing problem employees so that the company may not suffer in the long run- is the process of termination of employee on the grounds of his poor performance with no proper evidence for it but this will somewhere affect the company's working in the long run of its operation

This is not an effective method in order to avoid termination of an employee due to unnecessary reason that can be avoided with little care or change in the policy and procedure

The recommended changes are as follows:

• Disciplinary problem and Probation periods- Creating clear logical rules stating to maintain the environment of trust between employer and employee generally this is the manner in which rules are stated and enforced that creates a difference between a smooth and efficient running operation and a company plagued by employee related distruption. The rules established by the employerr need to be reasonable and need to be discussed with the employee before adopting them and there need to be open communication channel so that employee can freely communicate if they find any rule unreasonable , an employee warning system should be established like an employer should devise a system through which an employee need to be reminded of the policy so that at certain issue first time a warning is warranted for the second time a sterner warning is given and for the third time final warning need to be issued letting him know that the final voilation will result in dismissal.
• Try to Salvage the job- Terminating employee in anger or on weak evidence basis will give rise to further problems for the working of the company during the long run so inspite of going with this termination process its better to try to turn the employee around until and unless their is a severe act committed on his or her behalf that leads to immediate termination that includes gross neglience, theft, incompetence and impropriety An employer need to question himself first that who is actually at fault as lack of support and effective communication can also be the reason of an employee poor performance and if an employee actually found at fault he need to be warned and given a chance to change.reminding them what is expected from their performance.   
• Document Poor Performance- The terms and condition of the empany policy and procedure need to be presented to an employee in written form so that the employee ca clear understands the terms and condition of the company's rule and must agree to them by signing the written form presented to him/her it helps to analyze what poor performance means to you, misunderstanding and personal problems affecting the performance can be brought out to notice when this process as sometimes it happens that these problems are temporary and can be solved by working on them.
• Performance review- It is necessary to conduct a frequent performance review during the probation period of an employee in order to measures it performance and that review and efficiency report need to be reported and when ever performance problem arises between reviews than immediately write a dated memo of that persons file.

These changes have been recommended as this will prevent the problem arising in the long run working of the company, helps in easy settlement in case if an employee is not found actually guilty

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