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Employee Discipline and Termination

Employee Discipline and Termination

Part 3: Grey Areas and Ambiguity

SneakyI like the three definitions of restoration: relationship, position, and location. I would like to pursue further here the problem of the grey area in abuse investigations.  

Part 2: When Restoration is Not Possible

Spiritual WarfareWhether restoration is limited is going to depend on our definitions of restoration. The first is relationship. The second involves position. The third involves location. 

Part 1: Is it Even Possible?

Little Ones to Him BelongTheresa, you and I regularly consult with organizations that are dealing with abuse and trauma. In this thread I would like to focus on the accused – the perpetrator, or alleged perpetrator. What should our stance be for restoration? 

Employee Discipline and Termination - Part 5: Passing On Information

One of many tough aspects to child abuse investigation is the level of accountability organizations can incur if a perpetrator goes on to abuse other children. If an organization knows or suspects a problem in that area, and lets the person go, but doesn't share that information, ... 

Employee Discipline and Termination - Part 4: Collateral Damage

deliberationHi Brent, In your scenario, the undesirable employee is a toxic person, who has done illegal or unethical things. That is completely different from my proposed scenario, and now we are in the situation where they do need to be removed quite promptly, perhaps even “marched out the door.” 

Employee Discipline and Termination - Part 3: Problem People

Insightful comments, Theresa, however, I am going to push the envelope here a bit. Your approach above would work if there is nothing the person has done which is illegal or unethical, or reputation damaging but what if, as a leader, I come across illegal or unethical behavior, and that person just needs to go? 

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