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Misconduct in the workplace generally falls under two categories. Minor misconduct is seen as unacceptable but is not a criminal offense (e.g. being late, faking qualifications). Gross misconduct can lead to immediate dismissal because it is serious enough and possibly criminal, e.g. stealing or sexual harassment.
Employers have varying views of sleeping while on duty. Some companies have instituted policies to allow employees to take napping breaks during the workday in order to improve productivity [11] while others are strict when dealing with employees who sleep while on duty and use high-tech means, such as video surveillance, to catch their employees who may be sleeping on the job.
The allegations mainly focus on reports of workplace misconduct at Blizzard Entertainment, though also asserts similar problems occurred within Activision and its studios. [20] The complaint describes male employees playing video games during work hours while delegating their job to women employees, engaging in sexual banter and making advances ...
The Knapp Commission's chief counsel, Michael F. Armstrong, said at the time that "the department has a serious corruption problem that must be characterized as extensive." The extent of police corruption included allegations that "several policemen invited a New Jersey gambler to set up shop in the Bronx when a bookmaker in that borough went ...
The standard of just cause provides important protections against arbitrary or unfair termination and other forms of inappropriate workplace discipline. [3] Just cause has become a common standard in labor arbitration, and is included in labor union contracts as a form of job security. Typically, an employer must prove just cause before an ...
Whistleblowers are protected from retaliation for disclosing information that the employee or applicant reasonably believes provides evidence of a violation of any law, rule, regulation, gross mismanagement, gross waste of funds, an abuse of authority, or a substantial and specific danger to public health or safety. [1]
Summary dismissal for a first offence can only be fair if gross misconduct, warnings will not work, or the warning was already given. An example of where warnings will not work is where the employee is wedded to a campaign against the employer. [46] Employers need to distinguish between one-off lapses and dishonesty. [47]
In the North American legal system and in US Occupational Safety and Health Administration regulations, willful violation or willful non-compliance is a violation of workplace rules and policies that occurs either deliberately or as a result of neglect.