Question

Contrary to policy, disciplinary actions taken by supervisors in the last year were not documented and terminations within the past six months have not been reviewed. Which action should a new HR manager take after learning about this situation?

Advising that disciplinary actions should be documented
Prioritizing the completion of the documentation retroactively
Training supervisors and monitoring to ensure compliance
Taking disciplinary action retroactively, where appropriate.

Answer 1

A new HR manager should advise on proper documentation for disciplinary actions, complete documentation retroactively, train supervisors, and review past terminations for any necessary retroactive disciplinary action.

Step-by-step explanation:

After learning that disciplinary actions were not documented and that terminations have not been reviewed as per policy, a new HR manager should prioritize the following actions:

1. Advising that all disciplinary actions should be documented going forward to ensure a clear and transparent record of performance appraisals.
2. Prioritizing the completion of documentation retroactively to maintain consistency and legal compliance.
3. Training supervisors on proper documentation practices and monitoring to ensure compliance with policies.
4. Reviewing past terminations and taking disciplinary action retroactively, where appropriate, to address any injustices or policy violations.

Performance appraisals need to be properly documented not only to reinforce good performance but also to support decisions in the event of terminations. Keeping meticulous records can help protect the company legally and aid in creating a fair work environment.