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Case Study Example: Policy on Employees with Criminal Offense Record

2021-08-12 17:35:59
3 pages
695 words
University/College: 
George Washington University
Type of paper: 
Case study
This essay has been submitted by a student. This is not an example of the work written by our professional essay writers.

The purpose of this policy is to state the Rutherford pediatric stand on retention of employees with past criminal record. Every employee within the institution plays a crucial role in the improvement of services and achieving the goals set. Employees, therefore, need to conduct themselves in a manner that does not negatively affect the normal activities within Rutherford pediatric. Individuals employees committing crime places Rutherford pediatric in trouble with the laws.

Rutherford pediatric shall retain employees by considering specific factors which include the time that has passed since the crime was committed, the nature of the offenses and their conduct within this health institution. Individuals who committed crimes longtime and got punished for it shall be retained while recent offenders dismissed. Employees with severe offenses on their names will be dismissed while those with petty offenses kept.

DEVELOP A POLICY AS TO WHETHER RUTHERFORD PEDIATRIC SHOULD REJECT ANY APPLICANT WITH A RECORD OR DEVELOP SOME SCALE OF ACCEPTABLE (MINOR) OFFENSES. HOW WOULD YOU DIFFERENTIATE.

Employees do not deserve to be discriminated based on offenses they committed long time ago as this would deny them an equal opportunity to be employed. Before employees are subjected to assessment, they must be informed that certain offenses can exclude them from working in Rutherford pediatric. It is vital to create a scale to determine which employee offenses can be overlooked and which one can lead to automatic disqualification from the practices. Crimes can be differentiated based on the nature of crimes violent or nonviolent, victims of the offense and the number of times an employee has committed such an offense.

ARTICULATE WHY DAVID SHOULD BE RETAINED OR TERMINATED?

In the case of David, I believe it is fair to allow him to continue with the job since the manslaughter case he committed does not reflect the employee and an adult he has turned out to be. Furthermore, during the period, he committed the crime he was under the influence of alcohol and a juvenile meaning he might not have been able to make a good judgment. In the retention process, David has shown he is reliable must be informed of the consequences of his actions and that abusing drugs in the institution will not be tolerated. Given they were from a questionable hiring firm, further interviews need to be conducted on him to ascertain whether he has a good history and whether he has changed or could commit the same offenses after some time.

WHILE BEING CONSISTENT TO THE POLICIES YOU DEVELOPED ABOVE AND BEING CONSISTENT IN YOUR TREATMENT OF ALL EMPLOYEES, DISCUSS HOW TO HANDLE THE 25 EMPLOYEES WHO HAD PRIOR CRIMINAL CONVICTIONS OF DIFFERENT SEVERITY THAT WERE UNKNOWN TO THE COMPANY WHEN HIRED. ASSUME THAT DISCHARGING THESE EMPLOYEES IS NOT AN OPTION (WILL CREATE AN INTERNAL MORALE PROBLEM, PROBLEMS WITH WORKFLOW AND POTENTIAL LAWSUITS FOR WRONGFUL DISCHARGE).

While some criminal offenses of the 25 employees might be severe, it is essential that a particular procedure is used in determining the ones to be retained through consideration of the nature of the offense, time that has elapsed since it was committed as well as their personal as employees. Basing on these individuals can be assessed on a personal basis, and they can be gauged on whether they are fit to handle patients in Rutherford pediatric. Sadly, these employees will have to undergo interviews so that they do not risk lawsuits for knowingly employing individuals with criminal records. In that regard employees who do not meet this criterion will be dismissed and Rutherford pediatric will be able to defend themselves as they seek to retain employees who would fulfill their mandate without hurting the patients or other staff.

SHOULD RUTHERFORD PEDIATRIC FIRE ANY EMPLOYEE THAT IS INDICTED FOR A SERIOUS CRIME BUT HAS NOT YET GONE TO TRIAL?

Rutherford pediatric should fire employees who have committed serious crimes and not yet face trial because they put the institution at risk of being harboring information regarding such individuals. This kind of employees should be terminated from work because in the instance they commit a crime during practice Rutherford pediatric will also be liable for employing criminals who have not yet been convicted.

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