Articolul precedent |
Articolul urmator |
662 27 |
Ultima descărcare din IBN: 2024-03-22 01:50 |
SM ISO690:2012 MACOVEI, Tatiana. Căile de asigurare a disciplinei muncii în cadrul unității. In: Contribuția tinerilor cercetători la dezvoltarea administrației publice, 1 martie 2019, Chişinău. Chișinău, Republica Moldova: Academia de Administrare Publică, 2019, Ediția a V-a, pp. 312-315. |
EXPORT metadate: Google Scholar Crossref CERIF DataCite Dublin Core |
Contribuția tinerilor cercetători la dezvoltarea administrației publice Ediția a V-a, 2019 |
||||||
Conferința "Contribuția tinerilor cercetători la dezvoltarea administrației publice" Chişinău, Moldova, 1 martie 2019 | ||||||
|
||||||
Pag. 312-315 | ||||||
|
||||||
Descarcă PDF | ||||||
Rezumat | ||||||
,,Disciplinary action” can take many forms. It should be seen primarily as a corrective measure, aimed at preventing further misconduct or poor performance. Sometimes, an employer might need to raise more serious concerns with an employee. In these cases, the employer may wish to commence “disciplinary action”. To be lawful, disciplinary action must be fair and reasonable in all the circumstances. There are two aspects to this: the employermust have good reason for the dismissal or disciplinary action, and the employer must follow a fair process in reaching and implementing its decision. |
||||||
Cuvinte-cheie employee employer labor discipline disciplinary sanctions |
||||||
|
DataCite XML Export
<?xml version='1.0' encoding='utf-8'?> <resource xmlns:xsi='http://www.w3.org/2001/XMLSchema-instance' xmlns='http://datacite.org/schema/kernel-3' xsi:schemaLocation='http://datacite.org/schema/kernel-3 http://schema.datacite.org/meta/kernel-3/metadata.xsd'> <creators> <creator> <creatorName>Macovei, T.</creatorName> <affiliation>Universitatea de Stat din Moldova, Moldova, Republica</affiliation> </creator> </creators> <titles> <title xml:lang='ro'>Căile de asigurare a disciplinei muncii în cadrul unității</title> </titles> <publisher>Instrumentul Bibliometric National</publisher> <publicationYear>2019</publicationYear> <relatedIdentifier relatedIdentifierType='ISBN' relationType='IsPartOf'></relatedIdentifier> <subjects> <subject>employee employer labor discipline disciplinary sanctions</subject> </subjects> <dates> <date dateType='Issued'>2019</date> </dates> <resourceType resourceTypeGeneral='Text'>Conference Paper</resourceType> <descriptions> <description xml:lang='en' descriptionType='Abstract'><p>,,Disciplinary action” can take many forms. It should be seen primarily as a corrective measure, aimed at preventing further misconduct or poor performance. Sometimes, an employer might need to raise more serious concerns with an employee. In these cases, the employer may wish to commence “disciplinary action”. To be lawful, disciplinary action must be fair and reasonable in all the circumstances. There are two aspects to this: the employermust have good reason for the dismissal or disciplinary action, and the employer must follow a fair process in reaching and implementing its decision.</p></description> </descriptions> <formats> <format>application/pdf</format> </formats> </resource>