Policy Violations

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Discuss the issue of wrongful termination based on policy violations, especially if policy was not being followed by more than a single employee. How can policy compliance be enforced? Justify your opinion with at least 2 resources that you cite in APA style.

Minimum 250 words (excluding citations).

You are required to respond to one student (minimum 100 words excluding citations) engaging in their post to further the discussion.

Policy Versus

Law Most organizations develop and formalize policies as descriptions of acceptable and unacceptable employee behavior (policies are covered in detail in Chapter 4). Properly defined and enforced policies function in an organization the same way as laws, complete with penalties, judicial practices, and sanctions. Because policies function like laws, they must be crafted with the same care as laws to ensure that the policies are complete, appropriate, and fairly applied to everyone in the workplace. The key difference between policy and law is that while ignorance of the law is not an excuse (ignorantia juris non excusat), ignorance of policy is a viable defense, and therefore policies must be: • Distributed to all individuals who are expected to comply with them • Read by all employees • Understood by all employees, with multilingual translations and translations for visually impaired or low-literacy employees • Acknowledged by the employee, usually by means of a signed consent form • Uniformly enforced, with no special treatment for any group (e.g., executives) Only when all of these conditions are met does the organization have the reasonable expectation that policy violations can be appropriately penalized without fear of legal retribution. Organizational Liability and the Management of Digital Forensics Key Terms due care Measures that an organization takes to ensure every employee knows what is acceptable and what is not. due diligence Reasonable steps taken by people or organizations to meet the obligations imposed by laws or regulations. jurisdiction The power to make legal decisions and judgments, typically an area within which an entity such as a court or law enforcement agency is empowered to make legal decisions. liability An entity’s legal obligation or responsibility. long-arm jurisdiction The ability of a legal entity to exercise its influence beyond its normal boundaries by asserting a connection between an out-of-jurisdiction entity and a local legal case. restitution A legal requirement to make compensation or payment resulting from a loss or injury. Copyright 2016 Cengage Learning. All Rights Reserved. May not be copied, scanned, or duplicated, in whole or in part.

Policy Violations

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Next
 

Discuss the issue of wrongful termination based on policy violations, especially if policy was not being followed by more than a single employee. How can policy compliance be enforced? Justify your opinion with at least 2 resources that you cite in APA style.

Minimum 250 words (excluding citations).

You are required to respond to one student (minimum 100 words excluding citations) engaging in their post to further the discussion.

Policy Versus

Law Most organizations develop and formalize policies as descriptions of acceptable and unacceptable employee behavior (policies are covered in detail in Chapter 4). Properly defined and enforced policies function in an organization the same way as laws, complete with penalties, judicial practices, and sanctions. Because policies function like laws, they must be crafted with the same care as laws to ensure that the policies are complete, appropriate, and fairly applied to everyone in the workplace. The key difference between policy and law is that while ignorance of the law is not an excuse (ignorantia juris non excusat), ignorance of policy is a viable defense, and therefore policies must be: • Distributed to all individuals who are expected to comply with them • Read by all employees • Understood by all employees, with multilingual translations and translations for visually impaired or low-literacy employees • Acknowledged by the employee, usually by means of a signed consent form • Uniformly enforced, with no special treatment for any group (e.g., executives) Only when all of these conditions are met does the organization have the reasonable expectation that policy violations can be appropriately penalized without fear of legal retribution. Organizational Liability and the Management of Digital Forensics Key Terms due care Measures that an organization takes to ensure every employee knows what is acceptable and what is not. due diligence Reasonable steps taken by people or organizations to meet the obligations imposed by laws or regulations. jurisdiction The power to make legal decisions and judgments, typically an area within which an entity such as a court or law enforcement agency is empowered to make legal decisions. liability An entity’s legal obligation or responsibility. long-arm jurisdiction The ability of a legal entity to exercise its influence beyond its normal boundaries by asserting a connection between an out-of-jurisdiction entity and a local legal case. restitution A legal requirement to make compensation or payment resulting from a loss or injury. Copyright 2016 Cengage Learning. All Rights Reserved. May not be copied, scanned, or duplicated, in whole or in part.

Policy Violations

Previous
 



Next
 

Discuss the issue of wrongful termination based on policy violations, especially if policy was not being followed by more than a single employee. How can policy compliance be enforced? Justify your opinion with at least 2 resources that you cite in APA style.

Minimum 250 words (excluding citations).

You are required to respond to one student (minimum 100 words excluding citations) engaging in their post to further the discussion.

Policy Versus

Law Most organizations develop and formalize policies as descriptions of acceptable and unacceptable employee behavior (policies are covered in detail in Chapter 4). Properly defined and enforced policies function in an organization the same way as laws, complete with penalties, judicial practices, and sanctions. Because policies function like laws, they must be crafted with the same care as laws to ensure that the policies are complete, appropriate, and fairly applied to everyone in the workplace. The key difference between policy and law is that while ignorance of the law is not an excuse (ignorantia juris non excusat), ignorance of policy is a viable defense, and therefore policies must be: • Distributed to all individuals who are expected to comply with them • Read by all employees • Understood by all employees, with multilingual translations and translations for visually impaired or low-literacy employees • Acknowledged by the employee, usually by means of a signed consent form • Uniformly enforced, with no special treatment for any group (e.g., executives) Only when all of these conditions are met does the organization have the reasonable expectation that policy violations can be appropriately penalized without fear of legal retribution. Organizational Liability and the Management of Digital Forensics Key Terms due care Measures that an organization takes to ensure every employee knows what is acceptable and what is not. due diligence Reasonable steps taken by people or organizations to meet the obligations imposed by laws or regulations. jurisdiction The power to make legal decisions and judgments, typically an area within which an entity such as a court or law enforcement agency is empowered to make legal decisions. liability An entity’s legal obligation or responsibility. long-arm jurisdiction The ability of a legal entity to exercise its influence beyond its normal boundaries by asserting a connection between an out-of-jurisdiction entity and a local legal case. restitution A legal requirement to make compensation or payment resulting from a loss or injury. Copyright 2016 Cengage Learning. All Rights Reserved. May not be copied, scanned, or duplicated, in whole or in part.