Search PubMed⌕ Search

SEARCH · Search PubMed

Results for “Employee Discipline”

Search indexed PubMed citations on genomics, clinical trials, systematic reviews and public health. Explore titles, authors and supplied subject terms, then open the PubMed record.

Quote a phrase for an exact phrase match. Source license links do not imply unrestricted reuse.

At least 127 records · Page 7Linked to original sources
PubMed2005

Disciplinary and appeal procedures.

Many employers produce a staff handbook with information on a wide range of topics, including disciplinary and appeal procedures, which is given to employees at the start of their employment. For the majority of perioperative practitioners, the staff handbook will be kept in a safe place and not necessarily referred to during the course of their employment in the job, or indeed throughout their working life.

Documentation↗
PubMedDate not supplied

Using an employee handbook to head off problems.

Most medical practices agree that an employee handbook is a great idea. Many, however, don't know how to write a good handbook. This article provides a helpful overview of the kinds of materials that should and should not be included in your practice's employee handbook. It explores the many benefits of employee handbooks and identifies four policy topics that you should avoid. It suggests the benefits and potential uses of a glossary in your employee handbook and provides an example of the terms that might be included in a medical practice glossary. This article also suggests the appropriate language and tone for employee handbooks and offers advice about distributing them so your staff will read and understand your personnel policies. Finally, the article offers a blueprint for creating your own employee handbook.

Employee Discipline↗
PubMed1990

The operational styles of crack houses in Detroit.

This chapter identified three methods by which crack cocaine is distributed at the retail level: the street-corner or walk-up sales system, the runners and beepermen system, and the crack house. The chapter devoted primary attention to the crack house, because it appears as the most popular method for distribution. In examining the crack house, it is noted that there are identifiable styles of crack-house operations. If the quality and quantity of social interaction, as well as the situation in which sellers posture themselves, are taken as indices, then a typology can be created characterizing crack-house operations. One end of the scale is an austere method in which social interaction between buyer and seller is severely restricted; on the other, crack houses operate as tavern-style exchange locations, which include socialization above and beyond that required for the exchange of money for crack. The nature of these exchanges are themselves important, since they involve social behaviors that are of concern. One concern is the degree and nature of violence as it is associated with drug abuse. The data in this chapter describe some ways in which violence appears within the crack subculture. This violence comes from multiple sources, but some prominent ones appear to be the businesslike operations of crack distribution, the personal disorganization that surrounds and characterizes the crack-consuming environment, and the distortions of character that crack users describe as often accompanying significant binges of crack consumption. Distributors use violence to control situations. Violence is most prominently used for security at the point of retail sale, to periodically resolve conflicts with rivals, and to discipline employees when necessary. Insofar as it is described by this group of informants, crack as a social phenomenon is tied to violent and abusive behavior. This chapter reports on behaviors that, although not traditionally violent, are of concern and bear upon public health and safety. Tavern-style crack houses may encourage and make possible hypersexuality among participants and thus increase STD and HIV risks. The use of barter as a supplement to a cash economy in the crack trade represents further complications in creating social policies in reaction to this behavior. A range of other illegal and problematic behaviors was also described, illustrating the complexity of interactions that constitute the life of street-level crack users. The social policies that may be called for in response to these social events are not simple and are most certainly not defined by these particular data.(ABSTRACT TRUNCATED AT 400 WORDS)

Adult↗
PubMed1984

A framework for assessing performance problems.

How do we as managers address problems of nonperformance ? Robert Mager and Peter Pipe provide a framework for identifying the real problem, deciding whether or not there is a skill deficiency, and whether performance is punishing or whether nonperformance is rewarding. If performance really matters, are there obstacles to performing? This framework helps us to analyze performance deficiencies systematically and to move toward an appropriate solution.

Clinical Competence↗
PubMed1993

Procedures to follow when dismissing an intern or resident.

Rarely, interns or residents may be unable or unwilling to perform satisfactorily in a graduate medical education program. In such instances, the director of medical education or residency director (or both) must inform the trainee of his or her deficiency and provide appropriate counseling, generally with the opportunity for remediation. If dismissal becomes necessary, due process must be followed, and the institution must keep documentation that appropriate procedures were followed. These necessary procedures are outlined herein.

Employee Discipline↗
PubMed1997

Labor law update--Part 1.

To ensure proper actions when making managerial decisions, nurses must be aware of labor laws and the policies that apply to them. Part 1 of "Labor Law Update" discusses public policy considerations and gender, racial and pregnancy discrimination.

Employee Discipline↗