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Employee non-compliance/disciplinary action

employee HR enforcing GMPs

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#1 khall_12_34

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Posted 04 March 2015 - 10:33 PM

So we're a small family owned business with no formalized HR dept.... in fact I don't think we have any formalized HR procedures. PrimusGFS requires a policy for employee non-compliance, but due to confidentiality concerns, will accept verbal confirmation (essentially they'll take our word for it?) that it exists. 

 

Sounds like a bit of a minefield despite seeming pretty minor and innocuous. 

 

I'm curious what you folks do? People with more formalized policies, does enforcement of employee GMPs fall under QA, HR, production management? How about small ma and pa shops? what are you guys doing? Everyone, what works well? (Verbal reprimands? extensive re-training for people breaking policy?) What doesn't work well?   


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#2 Snookie

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Posted 04 March 2015 - 10:48 PM

In my years of auditing have never shown an auditor employee disciplinary action.  My corrective action might indicate counseling  or re-training, but I specifically keep training files separate from any employee files.  I wouldn't indicate on the documentation for FS or quality purposes disciplinary action.  If there is re-training then I have a signed training form to back up the corrective action.  For more minor infractions I indicate counseling. 


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#3 Charles.C

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Posted 05 March 2015 - 12:41 AM

Dear khall,

 

In many locations, the general topic which you query involves specific, 2-way, legal obligations / responsibilities. Minor can become Major where FS is concerned. Protection of Employees' Working Conditions is another ingredient.

 

Yr Industry appears to be of a more "self-regulatory" nature.

 

I'm curious also. Does Primus have similar requirements regarding yr responsibility towards Food Defense ?.

 

Rgds / Charles.C


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Charles.C


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#4 khall_12_34

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Posted 05 March 2015 - 01:47 PM

Charles-

 

The Primus item related to disciplinary action is parked in a section called "employee documentation". It gives the impression that they are looking for a policy that covers non-compliance in any part of the food safety management system. Food defense has other things related to vetting employees ect. but no mention of disciplinary actions. 

 

Your question has kinda gotten my brain rolling this morning though, so thanks for asking. Having a policy that writes in stone immediate dismissal doesn't really fit our companies culture, and somehow doesn't seem fair to employees when HR is not formalized (i.e. it's not like we have a formalized warning system for showing up late or not showing up, in those realms the unwritten policy is tantamount to "just tolerate as long as possible"). But the food defense thing- I think it's pretty easy to say an action that appears both willful and malicious is grounds for immediate termination, possibly even legal action.

 

So hey- there's another question- what common legal actions would a company take against an employee that willfully and maliciously adulterated food? Strictly a local law enforcement deal or, depends on if the product was released (and then even if it was released beyond state lines?)  


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#5 Charles.C

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Posted 05 March 2015 - 03:05 PM

Dear khall,

 

Yr query is 99.99% certain to be determined by local legal requirements. And particularly any compensatory aspects. And probably case-by-case, eg hazard /  "intentions". And civil action possibilities. And etc.

 

IMEX  typical contractual employer-employee wordings often includes phrases like "will not engage in activities which may cause significant harm to the Company" as being grounds for direct punitive action. I guess such a "general" edict has attractions but may lead to lengthy (compensatory) arguments later.

 

Are you thinking of becoming a lawyer ? :smile:

 

Rgds / Charles.C


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Kind Regards,

 

Charles.C


#6 RG3

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Posted 05 March 2015 - 06:36 PM

In my years of auditing have never shown an auditor employee disciplinary action.  My corrective action might indicate counseling  or re-training, but I specifically keep training files separate from any employee files.  I wouldn't indicate on the documentation for FS or quality purposes disciplinary action.  If there is re-training then I have a signed training form to back up the corrective action.  For more minor infractions I indicate counseling. 

Snookie's comment is really the way to go to respond to a nonconformance.

Disciplinary action would be something apart from your systems in lines with Human Resources.

However a nonconformance can yield a disciplinary action especially if it is more of a practice than a one time deal. Here's an example. I told this lady on the line I saw you chewing gum, you know its against GMP policy. I saw the same lady again chewing gum the next day had her retrained on GMP rules and had her sign off. Saw her days later again chewing gum, I asked for disciplinary action.


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#7 fgjuadi

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Posted 05 March 2015 - 06:44 PM

I say give them black eyes & photograph the resulting bruises


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#8 RobertSmith

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Posted 16 August 2016 - 09:05 AM

More justice is needed to assure poor with civil rights and also to food safety issues.. Lawyers should set a perfect example to consider poor according to there needs. They also have equal rights to hire a lawyer and a affordable one. Legal aid lawyer must help them. There are many lawyers have there profile one of the references who serves people and can help with judiciary services.


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#9 Simon

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Posted 16 August 2016 - 09:45 AM

More justice is needed to assure poor with civil rights and also to food safety issues.. Lawyers should set a perfect example to consider poor according to there needs. They also have equal rights to hire a lawyer and a affordable one. Legal aid lawyer must help them. There are many lawyers have there profile one of the references who serves people and can help with judiciary services.

 

Sorry Robert your post doesn't make any sense, maybe it's me....I've still not had a coffee today.

 

Are you a lawyer or something?

 

:coffee:

 

Regards,
Simon


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Simon Timperley
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