Bibliography: p. 76-85
|Statement||by Michael Marmo|
|Series||Public employee relations library -- 64, Public employee relations library -- 64|
|The Physical Object|
|Pagination||iv, 85 p. ;|
|Number of Pages||85|
Oiler’s case shows some of the difficulties companies may face when dealing with termination for off-duty conduct. Lawsuits from ex-employees, negative publicity, low morale and related turnover Author: Carolyn Hirschman. However, there have always been exceptions. As set out back in the decision in Re Millhaven Fibres Ltd. and Oil, Chemical and Atomic Workers I.U Loc , discipline can be imposed for off-duty conduct where. The employee’s conduct harms the company’s reputation or product. The law has always provided for discipline or dismissal as a result of off-duty conduct, in limited circumstances. However, the issue rarely came up before the advent of social media, cellphone cameras and YouTube. Now, a new situation seems to arise every week involving an employee doing something while off-duty that leads to workplace. Regulating Off-Duty Employee Conduct Employees must act with good faith and fidelity to the employer. Both courts and arbitrators have clearly established that an employee who engages in conduct that is prejudicial to the safe and proper conduct of the employer’s business may be subject to discipline, regardless of whether the conduct occurs.
Arbitration and the off-duty conduct of employees Michael Marmo Not In Library. Saving public service careers from attack Baron, Mark J.D. Grievance procedures, Industrial Arbitration, Accessible book, Law and legislation, Collective labor agreements. An at-will employee can be discharged for a single mistake, an argument with a supervisor, an unintentional violation, off-duty conduct, or even for reasons that are patently false. Since the s many unions have relied on a checklist developed by arbitrator Carroll Daugherty known as “the seven tests of just cause.”. Discipline and Discharge in Arbitration highlights the rationales labor arbitrators have used in rendering their awards for cases involving absenteeism, insubordination, theft/falsification, off-duty behavior, negligence on the job, possession of drugs, fighting, harassment, and much more. The Third Edition looks in-depth at issues surrounding social media, company mobile devices, and on- and. Some states' off-duty protections may also apply to political activities. For these reasons, avoid taking adverse action against employees on the basis of their political affiliations. Conclusion: Make sure you understand the various federal, state, and local laws that protect off-duty conduct and privacy.
officers in general. Peace officers must conduct themselves in a manner consistent with the integrity and trustworthiness expected of them by the public. 2. Rules *** c. Peace officers, while on duty/off duty, shall not engage in any conduct which the officer knows, or should reasonably know,File Size: KB. We would also recommend that specific training is provided to employees and particularly to managers and supervisors on the use of social media, so that you can show they were aware of the policy and the ramifications of misuse. All of these measures will help to ensure that employees keep any work-related issues off their news feeds and offline. In general, the Bureau expects its employees to conduct themselves in such a manner that their activities both on and off duty do not discredit the agency. Employees must: Conduct themselves in a manner that fosters respect for the Bureau of Prisons, the Department of Justice, and the U.S. Government. Employee lifestyle and off-duty conduct regulation by Marvin Hill, Marvin F., Jr. Hill, James Wright, April , BNA Books edition, Hardcover in English.