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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.
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.
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 majority of cases, a grievance in a workplace is filed due to a breach of labour law. Though labour law can be different from country to country, there is a general understanding of this particular laws meaning and relationship to employees and employers.
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 ...
More specific examples and solutions for construction ergonomic hazards can be found in the NIOSH publication, "Simple Solutions: Ergonomics for Construction Workers". High forces. Most work in the construction industry requires a certain amount of high force to move or lift heavy objects.
Unresolved conflict in the workplace has been linked to miscommunication resulting from confusion or refusal to cooperate, quality problems, missed deadlines or delays, increased stress among employees, reduced creative collaboration and team problem solving, disruption to work flow, knowledge sabotage, [17] [18] decreased customer satisfaction ...