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d job offers all need to be done in a way that meets legal requirements. By providing the company's handbook, we can keep an employee updated on the legal and ethical requirement of the company. While recruitment and selection procedure is taking place, the recruiter should remember that ethics in recruitment is very important as it can affect the reputation of the company in the marketplace. They should avoid:

Using exploding job offers.

Tying signing bonus

High-pressure interview strategy.

As per BC Human Rights Code (Discrimination in employment advertisements), a job should not be published if it gives preference to

Race/Cast

Colour

Heritage

Place of origin

Belief involving politics

Religious conviction

Marital category

Family status

Physical

Psychological disability

Gender

Sexual point of reference

Age

In recruitment process, questions should not be asked intentionally or unintentionally based on above mentioned preference.

3.惩戒程序-3. Disciplinary Procedures

3.1介绍-3.1 Introduction

Disciplinary procedure can be considered the appropriate method for letting the employee understand that they are doing wrong. Whenever any employee breaks policies of the company or doesn't work to their expectation, disciplinary procedures is administered. This is to make sure the situation is handled appropriately. Usually organization gives out handbook to employees to make sure that they are aware of the rules applicable in the company/store. There are two ways of handling these situations Informal and formal.

An informal step involves talking to the staff personally and internally but a formal step involves other departments like HRM. There are different steps in application of discipline

Warning, it can be verbal or written

Reprimand probation

Suspension/ Disciplinary transfer

Demotion

Discharge

Below mentioned the issues that have been observed recently in the Store will give a clear understanding about disciplinary procedure:

3.2保罗威尔金森-来的很晚，去的很早-3.2 Paul Wilkinson - Coming late and leaving early

Issue: Paul Wilkinson a 44 year old supervisor has recently been coming to work late and leaving early. You have already spoken to him about this, but unfortunately the situation hasn't improved.

In this case,

Paul, being a supervisor is expected to be extremely punctual as they act as role models for the new staff.

In the current situation, I'll need to have a one-on-one session with Paul to get a clear picture of the situation and his recent behaviour.

This is a repeated offence from Paul's side, initially he was given verbal warning but as the situation has not improved, he will be given a written warning.

Alternate method that can be applied will be putting Paul under Performance Improvement Plan (PIP) for a certain period of time and observe him periodically.

We can't transfer him to another store as it will affect our other store's performance and reputation as well.
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