The Chief Operations Officer’s Essay Example for Free

The question Operations Officers EssayThe Chief Operations Officers utilisation focuses on the execution of day-to-day operations and oversight of all the departments to include morale, welfare, and employee conduct in the company. In order for the company to successfully prepare for an sign Public Offering we will need to revise the employee handbook, resolve some specific internal employee matters and implement a whistle-blower indemnity. Employment-at-will refers to common law which holds employees that dress for an unspecified time period work at the will of their employers and employment can be dismissed any time (Zachary, 2012, p. 25), for good cause, bad cause or no cause, by either the employer or the employee. Some exceptions of dismissal for employment-at-will include discrimination against race, national origin, color, religion, sex, age, and disability, other exceptions are wrongful discharge in violation of public policy or breach of contract, the promise of go od faith and fair dealing in a contract of employment or suggesting contractual requirements base off of the companys handbook or policy statement (Halbert Ingulli, 2012, p.50), and tort whether the policy is found in legislation, constitutions, legal hearings, administrative practices, or other sources (Zachary, 2012, p. 25). The tort law offers the employee the chance to convince a jury to award damages (money awards) for wrongful discharge (Halbert Ingulli, 2012, p. 51). Some state and federal statutes may also prohibit the discharge of employees for their participation in jury duty, filing workers compensation claims, involvement in the union, conducting military duty or plastered occurrences in whistle-blowing (Zachary, 2012, p.21). Our company operates off of voluntary employment therefore, general counsel reviewed the employment-at-will doctrine and exceptions mentioned above and legal termination is an option for all eight employees based off of either personnel miscond uct or violation against our companys rules and regulations cited in the employee handbook. Table 1, titled, Employee Conduct and Rational for Termination or continue Employment, illustrates the eight personnel actions under investigation and the decision for termination or continued employment.The decisions to terminate or retain the employees stem from a wistful approach that melds traditional theories and modern theories of ethics. Two particular theories that support the decision are the importations-based approach which succeeds the greatest good to the majority of the people, in this case, the company as a whole and the proactive theory decision based off of recommendations or actions are just from the very start (Harcourt, Hannay, Lam, 2013, p. 312).One of the decision rules from the Proactive theory used is the parity rule which ties all similar actions performed in a similar environment receive the same or similar consequence (Harcourt, et al, 2013, p. 313). If the comp any is to become successful with the launch of the public offering then employees must be accountable for their actions of misconduct or violations against the company employee handbook. In asset to personnel actions mentioned above, I recommend we adopt a whistleblower policy based off the internal allegations against the accounting department for falsified expense reports and before we sham the company public.Implementing a whistleblower policy will provide the employees a voice of the company, reduce monitoring expenses, stimulate additional decision-making (Moberly, 2012, p. 11) among employees, supervisors, and senior management, will value against illegal conduct and provide greater oversight of company resources and assets (Shackelford, 2009, p. 3). Furthermore, the Securities and Exchange Commission and the New York Stock Exchange issued regulations under the Sarbanes-Oxley Act that listed companies must provide their Codes of Ethics to the public (Moberly, 2012, p.19). O ur commitment to the workforce is to implement a whistleblower policy that focuses on the three fundamental items of clear guide line of descents, policies, and procedures (Gould, 2009, p. 3) for reporting organizational misconduct. Our whistleblower policy and Code of Ethics should be included in the revised employee handbook, posted on the company website and a hardcopy distributed and signed by each employee. The policy guidelines should contain our objective and scope of the policy so we can address whatwe want to accomplish (Shackelford, 2009, p. 3). Our policies will indicate that all employees, hourly to senior take management salary employees, are required to report organizational misconduct and to assist in any investigation by law enforcement or regulatory agency. Step-by-step reporting procedures will also be included in the policy. Employees will have the right to submit the report disciplinely to their first line supervisor unless that individual is involved in the ma tter then report the situation to the next supervisor in the chain.If employees feel uncomfortable using their direct reporting chain then they can submit the report finished the company action hotline, anonymously or directly to the audit committee. The individuals confidentiality will remain as confidential as practicable (Shackelford, 2009, p. 3). Our company encourages the employees to report the wrongdoing internally through the use of our open-door policy or through the various avenues aforementioned rather than blowing the whistle externally.Our company will not tolerate retaliation against employees reporting wrongdoing or whistleblowing. In conclusion, as the Chief Operations Officer, I reviewed the employment-at-will doctrine, conducted and resolved eight thorough employee investigations that required my immediate attention, and provided background information that supports my recommendation on implementing a whistleblower policy preliminary to our public offering.