Policies and Procedures Essay

i employee was experiencing personal problems she recently gave birth and at the same time, she has to deal with estrangement from her partner. other employee steps in to do the put to work of the troubled one, doing her depute tasks and assuming all in all responsibilities for her, without prior permission of the supervisor. Although the intentions of the sympathetic employee ar noble, the misplay of the set-up is that one employee should not shoulder joint the responsibilities of other without going through the testicle channels of endorsement.Every employee is hired to get through tasks within his hire out description and could scarcely assume other responsibilities under the authority and consent of a higher sh are such as the supervisor or division manager, and even then, merely if the superordinate word thinks that the other employee could achieve beyond and more(prenominal) than what he was hired and being pay to do. If I were the head of the organization w here the verbalise incident happened, I would ensure to counter the same from happening again.Although the second employee could work out the job of the problematic employee, I would not be appeased knowing that my people are switching jobs and making decisions without the prior cognition of a supervisor. They are simply impelled to the act by their personal instincts preferably than as approved by the familiarity. The dissemination of tasks in a company should be directed by a definite structure that eliminates as much as possible, if not completely, whimsical or emotion-driven decisions by the lag that change expected routines.Firstly, I would name a policy, or retell through a memorandum if a certain policy has already been include in the staff guidebook still it is hidden among the hundreds of other rules there, that no employee should insure the responsibilities of other employees even if both employees reside the same rung in the company hierarchy and thus, have similar job descriptions. Responsibilities carry their respective accountabilities.If the substitute performs naughtily or wanton a grave mistake, he should be held accountable on with his superior who assigned him to do the task. switching of tasks if ever it is needed should be make official and accompanied with the corresponding paperwork so that the substitute will not only assume responsibility for the additional assigned task including the blame for any mistake committed and reward for any acquisition attained, but alike get lucre for it.Those who disobey this policy would be sanctioned with a written and verbal warning. keep violation would affect the regular proceeding evaluation of the offender and in turn, his early prospects with the company. For employees with personal problems, I would hire a part-time psychologist as part of the clinic staff so that these employees would be encouraged to hold up about personal troubles that whitethorn affect their jobs wit hout fear of getting fire or their pay being impact from non-performance or incurring absences.A psychologist could also guide employees to deal with their personal problems art object not neglecting their duties. In consonance to this, I will also make it another policy of the company that no employee should be fired or fined for having personal problems that whitethorn affect his performance on the job unless the problems would permanently make him unable to perform it for the rest of his life although these troubled employee would be asked to avail of the company-provided professional help.For problems that would affect the monetary stability of the worker, the company would also institute a low-interest loan scheme. The endpoint of these programs is to make the employee feel valued so that they would be more open and unafraid to cash advance upper management if they think that their performance is being affected or would be affected by their personal problems.