PART TWO: Mini-presentation

　　What’s important when…?

　　Dealing with problem employee/ employee misconduct

　　处理问题员工/员工的违规行为时，需注意哪些要点?

　　l Role of immediate supervisor 直接监管上司的作用

　　l Discipline 纪律

　　When dealing with problem employee/ employee misconduct, the role of immediate supervisor can be very important. The primary responsibility for preventing or correcting employee misconduct rests with an employee’s immediate supervisor, since immediate supervisor is best able to observe evidence of unsatisfactory behavior or performance, to find out the underlying causes, and then to discuss the matter with the employee to correct the problem immediately.

　　Besides, to correct employee infractions, discipline also plays an important role. Discipline can not only be taken as punishment for repeated offences, but also motivate employees to practice self-control and respect organizational rules. As a punishment for repeated offences, discharge should be used only as the last resort after oral warning, written warning and suspension without a pay to demonstrate the power and force of discipline.

　　In addition, colleagues’ assistance, especially bosom fellow-workers’ help is also important because they know the problem employee quite well and understand his/her situation, thus their suggestions and advice can be easily and readily accepted.

　　在处理问题员工/员工的违规行为时，直属上司的作用是非常重要的。员工直属上司的主要职责是制止或纠正员工的违规行为，因为直属上司是最能够即使发现员工的不当行为或不良成绩，找出其根本原因，继而与员工讨论问题并立即纠正其问题。

　　另外，为了纠正员工的违规行为，纪律也是很重要的。纪律不只是惩罚重复的罪行，也是对员工实现自我控制和尊重组织规则的激励。解雇只是在口头警告之后被当作最后的手段作为对重复罪行的惩罚，书面警告和无薪停职来证明纪律的力量。

　　除此之外，同事的帮助，尤其是关系密切同事的帮助也非常重要，因为他们十分了解员工的问题而且了解他的实际情况，因此他们的建议更容易被接受。

　　PART THREE: Discussion

　　Avoiding wrongful employment termination lawsuit

　　Your company just faced a charge with wrongful and unjust discharge from a former employee dismissed and lost the lawsuit. You have been asked to make recommendations about how to avoid such kind of lawsuit. Discuss the situation together, and decide:

　　l how the lawsuit affected the company

　　l how to avoid unjust dismissal

　　避免由非法解雇而引发的诉讼

　　你们所在的公司刚刚因非法解雇，被前员工告上法庭，并输了官司。公司向你们征求意见，如何避免此类诉讼。讨论并决定：

　　l 法律诉讼对公司有何影响

　　l 如何避免不公正解雇

　　A： You see, our company financially suffered a heavy loss from the lawsuit concerning wrongful and unjust discharge.

　　B: Yeah. What’s more, our company’s reputation is to some extent damaged. It’s high time for us to take the problem serious. Don’t you think so.

　　A: Yes, it’s really urgent. First of all, we should study the related law and have a clear idea of the cases of wrongful and unjust discharge. It’s important for the company to offer the relevant training to those concerned.

　　B: You are to the point. Besides, we should improve the dismissing procedure, such as the introduction of pre-warning. You see, pre-warning just gives the problem employee a chance to correct his/her misconduct, and pre-warning can be made orally or in written form.

　　A: A good suggestion. And we should make it a rule and clear to every employee that if the employee failed to improve performance after several pre-warnings, he/she will take the consequence, that is discharge.

　　B: Precisely. So pre-warning is preferable divided into several steps, such as oral warning, written warning, financial punishment and suspension. If the employee repeatedly commit offences in spite of repeated warning, then he/she will inevitably face discharge.

　　A: Yes. Besides, to avoid unjust dismissal, it’s important to take an equal and fair dismissing policy towards all employees of different race, different sex, different nationality, different age, and different level in the company. They should be granted with equal chances to improve, with the same level of punishment.

　　B: Yes, to avoid unjust dismissal, it’s essential that every body be treated equally. Finally and most importantly, when infraction occurs, the employee should be given the chance to tell his/her side of story regarding the alleged infraction of organizational rules.

　　A: Yeah, it cannot be ignored, since this ensures a full and fair investigation of employee misconduct and is crucial to avoid unjust dismissal.

　　A：你知道，我们公司的财政关上由于不公正解雇的遭受了巨大的损失。

　　B：是的。更为严重的是，我们公司的名誉在一定程度上遭到了损害。对我们来说是时候解决这个严重的问题了。你不这样认为么?

　　A：是的，这确实很紧迫。首先，我们应该学习相关的法律并且对不公正解雇案件有一个清晰的认识。对我们公司来说，提供相关的培训也是很重要的。

　　B：你说到点子上了。除此之外，我们应该改善解雇的程序，诸如对事前警告的介绍。你知道，事前警告只是给犯错的员工一个机会去改正其不当的行为，事前警告可以是口头或者书面的形式。

　　A：很好的建议。我们应该订一条规矩让每个员工都清楚知道。如果员工在数次事前警告之后还是不肯悔改，那他/她的结果只能是被解雇。

　　B：确实是这样。因此事前警告可以分为几个步骤，诸如口头警告、书面警告、财务惩罚和停薪留职。如果反复警告下员工依然重复犯错，那么他/她将不可避免的面对被解雇。

　　A：是的。 除此之外，为了避免不公正的解雇。对不同种族、不同性别、不同国籍、不同年龄及在公司的不同等级的员工实施一个平等的解雇政策非常重要，他们应该被同等对待，用同一种惩罚制度。

　　B：是的，为了避免不公正的解雇，同等对待每一个员工是很重要的。最后也是最重要的一点，当违规行为发生，员工应该有机会从他/她的角度去陈述其违规行为。

　　A:是的，这点不容忽视，因为这样确保了一个对员工违规行为和避免不公正解雇的完整和公平的调查。

　　(1) Is it important for employers to honor employee right?(Why?/Why not?)

　　对雇主而言，尊重员工的权利重要吗?(为什么?)

　　Yes, the failure of employers to honor employee rights can result in costly lawsuits, damage the organization’s reputation, and hurt employee morale, thus slowing down the organization’s growth and development.

　　(2) Why is it important to recruit the right person?

　　招聘合适的人员为什么很重要?

　　Employing the right person can reduce staff turnover, cut down the number of problem employees and improve work efficiency and labor relationship.

　　(3) How will discharge influence an employee?

　　解雇员工对公司有多大的影响?

　　Discharging is both a punishment and lesson for an employee, which may be an incentive to a dramatic and improved change, thus becoming a blessing in disguise.(福)

　　(4) What does unemployment mean to you?

　　失业对你意味着什么?

　　Unemployment means failure and trouble. Without means of earning bread and milk, life will be a veritable(名副其实的) struggle for survival.

　　(5) Besides discharge, what do you think can improve problem employees?

　　除了解雇之外，你觉得什么还有助于改进问题员工的行为?

　　To some employees, punishment like discharge may work. But to others, understanding, appropriate encouragement, timely support of their family can be more effective.

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