Question.4258 - Week Four: Discussion Two Subscribe(CLO8) Why do many organizations require that significant disciplinary action be cleared with human resources before they are implemented?This week contains multiple discussion questions that you are required to answer. To access each of the discussions for this week, please click the link above.Once on that page, you will see the list of discussion forums that have been created for each unit. Click on the appropriate forum and then select the Create Thread button to write your response. After you are finished answering the question, click on the Submit button located at the top right-hand corner of the page.Read each question -- there may be more than one.Post your responses in the appropriate threads. Students are required to make their initial post by Thursday at 11:59 p.m. (your time zone).Responses should be at least 200 words or more. You must research answers and all answers must include reading citations, with page numbers, parenthetical style (Author, Date: page#), and the source listed APA style at the end of the post.Respond to at least two of your classmates' postings. Responses should be at least 100 words or more. Responses are due by Sunday at 11:59 p.m. (your time zone).Review your postings to see who has responded to you.Be sure to answer ALL QUESTIONS.Best approach: Just "talk " to your fellow students. Have a conversation. If you do not count how many times you connect with your fellow students, you will give more than adequate responses. Prompt discussion, not make a simple comment, such as "good work!¢ €  There will be no credit for such responses that end rather than foster discussion. Address fellow students with respect and acceptance that there may be a variety of personal views.Please find below the rubric to which all discussion board answers are graded.
Answer Below:
Hello, Class and Professor Many organizations require that significant disciplinary action be cleared with Human Resources (HR) before implementation...
Hello xxxxx and xxxxxxxxx Many xxxxxxxxxxxxx require xxxx significant xxxxxxxxxxxx action xx cleared xxxx Human xxxxxxxxx HR xxxxxx implementation xx ensure xxxxxxxx consistency xxx legal xxxxxxxxxx Marama xx al xxxxxxxxxxxx actions xxxx as xxxxxxxxxx demotion xx termination xxxxx serious xxxxxxxxxxxx for xxxx the xxxxxxxx and xxx organization xx involvement xxxxx to xxxxxx that xxxxx actions xxx justified xxxxxxxxxx properly xxx handled xx a xxx that xxxxxxxx the xxxxxxxxxxxx from xxxxxxxxx legal xxxxx One xxx reason xx to xxxxxx compliance xxxx employment xxxx and xxxxxxxxxxx HR xxxxxxxxxxxxx are xxxxxxx to xxxxxxxxx and xxxxx violations xx labor xxxx anti-discrimination xxxx and xxxxxxxxx policies xx reviewing xxxxxxxxxxxx actions xx can xxxx prevent xxxxxxxx termination xxxxxxxx or xxxxxx of xxxxxx treatment xxxxx could xxxxxx the xxxxxxxxxxxxxx reputation xxx lead xx financial xxxxxxxxx Another xxxxxx is xx maintain xxxxxxxxxxx in xxx disciplinary xxxxxxx are xxxxxxx across xxx organization xxxxxxx HR xxxxxxxxx there xx a xxxxxxx risk xxxx different xxxxxxxx may xxxxxxxxxx employees xx ways xxxx are xxxxxxxxxxxx or xxxxxx HR xxxxxxx that xxxxxxxx are xxxxxxx equally xxxxx promotes xxxxxxxx and xxxxx among xxxxxxxxx HR xxxx acts xx a xxxxxxx third xxxxx offering xx objective xxxxxxxxxxx on xxx situation xxxxx et xx This xxx help xxxxxx emotional xx impulsive xxxxxxxxx made xx supervisors xxx may xx too xxxxx to xxx issue xx can xxxxx managers xxxxxxx a xxxxxxxxxxx discipline xxxxxxx ensuring xxxx employees xxxxxxx proper xxxxxxxx and xxxxxxxxxxxxx to xxxxxxx behavior xxxxxx more xxxxxx actions xxx taken xx summary xxxxxxxxx HR xx significant xxxxxxxxxxxx actions xxxxxxxx the xxxxxxxxxxxx legally xxxxxxxx fairness xxxxxxx consistent xxxxxx enforcement xxx supports x healthier xxxx environment xx is x vital xxxx in xxxxxxxxxxx and xxxxxxx management xxxxxxxxx References xxxxx C xxxxxxx M x G xxx du x Neuronormativity xx ignorant xxxxxx in xxxxx resource xxxxxxxxxx The xxxx of xx unsupportive xxxxxxxx context xxxxx Resource xxxxxxxxxx Journal x Marama x T xxxxxxxx M xxxxxxxxxxx S xxxxxxxxx M x Larijanie x T xxxxxxxxx R xxxxxxxx M x Introduction xx different xxxxx of xxxxxxxxxx disciplines xxx description xx their xxx duties xx relation xx the xxx and xxxxx knowledge xxxx is xxxxxxx to xxxxx work xxxxxxx Law xxxxxxx S xMore Articles From Health
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