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20 Cards in this Set
- Front
- Back
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marginal employees
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those employees who disrupt unit functioning because the quantity or quality of their work consistently meets only minimal standards
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impairment
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refers to employees who are unable to accomplish their work at the expected level as a result of chemical or psychological disease
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chemical impairment
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impairment resulting from drug or alcohol addiction
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discipline
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involves training or molding of the mind or character to bring about desired behaviors
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punishment
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an undesirable event that follows unacceptable behavior
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group norms
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group-established standards of expected behavior that are enforced by social pressures
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forewarning
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knowing the rule before and aware of the punishment
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immediacy (immediate consequences)
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disciplines that are immediately administered after rules are broken
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consistency
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immediate and consistent consequences (even if rule is broken over and over)
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impartiality
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everyone is treated in the same manner when the rule is broken
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Progressive Discipline
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system of discipline where the penalties increase upon repeat occurrences
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informal reprimand (verbal admonishment)
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includes an informal meeting between employee and manager to discuss the broken rule or performance deficiency.
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formal reprimand (written admonishment)
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if rule breaking recurs after verbal admonishment, the manager again meets with the employee and issues a written warning about the behaviors that must be corrected.
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suspension from work
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leave of absence from work; may be with or without pay
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grievance procedure
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a statement of wrongdoing or a procedure to follow when one believes that a wrong has been committed
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due process
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management must provide union employees with a written statement outlining disciplinary charges, the resulting penalty, and the reasons for the penalty.
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burden of proof
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the responsibility of the employee without union membership, but is the responsibility of the manager of the employee without union membership
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at-will doctrine
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permits an employer to terminate employment for any or no reason and the the discretion of the supervisor
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just cause
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having appropriate rationale for the actions taken.
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diversion programs (also called intervention or peer assistance programs)
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a voluntary, confidential program for nurses whose practice may be impaired due to chemical dependency or mental illness
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