Millwood Affair Essay Example | Topics and Well Written Essays - 750 words

Millwood Affair - Essay ExampleClause f of the policy does state that any employee not following the forgo procedures will be subject to disciplinal action ranging from suspension to termination. Besides, he has endangered public safety. Furthermore, some hardliners felt that an exception to policy would create a dangerous condition and head employees the wrong message. On the other hand, other committee members were of the opinion that given the extensive praise that Millwood had received in the media, disciplinary action would damage the credit unions reputation within the community.The decision that the union needs to make is if any action is to be taken against Matt. And if action is to be taken, what is the appropriate action The final solution will be one that is within the bounds of the law, will not set a dangerous precedent for other employees, and preserve the unions reputation within the community.The first solution-take no action against Matt-will preserve the unions reputation within the community. However, it would set a dangerous precedent and send the wrong message to employees that the union condones violation of company policies. The last solution-terminate or dismiss Matt-is in accordance with company policy. But the unions reputation is at stake. though at stake, it is not against the law to terminate Matt. Matt might have violated his duty of diligence, that requires an employee to act with reasonable care and skill in the argument of performing work for the employer (Bogardus, 2004). But whether he has acted with reasonable care and skill or not is up the court to decide, since he is a Golden set up linebacker. However, he has definitely violated the duty of obedience, which requires employees to act within the authority granted by the employer and to follow the employers reasonable and legal policies, procedures, and rules (Bogardus, 2004). A more centrist solution is to take disciplinary action against Matt by issuing him with a l etter of warning. RECOMMENDATIONThe second, middle-of-the-road solution of issuing Matt with a letter of warning is recommended. After all, Matt has followed the companys policy from clause a through to clause d, which are the main clauses that govern the safety of the employees and customers. Termination or dismissal would be too heavy a punishment. However, employees should be sent the correct message. Moreover, Matt did endanger public safety. The shots fired by the robber narrowly missed a young mother and her daughter. Hence, mild disciplinary action has to be taken. IMPLEMENTATION The Director of Human Resources will issue Matt a warning letter after the approval of this report by the Executive Committee. REFERENCESBogardus, A.M. (2004). PHR/SPHR Professional in human resources certification study guide. San Francisco