Human Resourses人力资源管理.ppt

Human Resources Management 12eGary Dessler Copyright ? 2011 Pearson Education, Inc. publishing as Prentice Hall 14–* Figure 14-11 shows how to identify gross misconduct that would likely result in the dismissal of an employee. Human Resources Management 12eGary Dessler Copyright ? 2011 Pearson Education, Inc. publishing as Prentice Hall 14–* Dismissals are never pleasant. However, these are three things you can do to make sure they are fair. Security measures are important whenever dismissals occur. Common sense requires using a checklist to ensure that dismissed employees return all keys and company property, and accompanying them out of their offices and out of the building. Human Resources Management 12eGary Dessler Copyright ? 2011 Pearson Education, Inc. publishing as Prentice Hall 14–* Figure 14-12 summarizes typical severance policies in manufacturing and service industries. Human Resources Management 12eGary Dessler Copyright ? 2011 Pearson Education, Inc. publishing as Prentice Hall 14–* Wrongful discharge occurs when an employee’s dismissal does not comply with the law or with the contractual arrangement stated or implied by the employer. Avoiding wrongful discharge suits requires a three-pronged approach listed in this slide. Human Resources Management 12eGary Dessler Copyright ? 2011 Pearson Education, Inc. publishing as Prentice Hall 14–* Figure 14-13 shows an acknowledgment form that applicants can sign indicating that they have received and reviewed the employee handbook. Human Resources Management 12eGary Dessler Copyright ? 2011 Pearson Education, Inc. publishing as Prentice Hall 14–* Courts sometimes hold managers personally liable for supervisory actions (including discipline and dismissal), particularly with respect to actions covered by the Fair Labor Standards Act and the Family and Medical Leave Act. The former defines employer to include “any person acting directly or indirectly in the interest of an employer in relation to any emplo