The core principle for employers when making their objective in circumstances requiring termination is to exercise use of a system that gives “employees access to a fair and simple process of appeals” (jones, 2008, p. 366). Unfair dismissal is not an issue that is treated lightly under current legislation the Workplace Relations Act 1996. Actions involving absenteeism, abandonment of employment, criminal charges, dishonesty, damage or intoxication allow for instant dismissal orders to occur at the fair judgement of the employer. Citistores makes the commitment to “ensuring that when discipline and termination issues arise, all employees are treated equitably within a framework of procedural fairness” (Policy-Termination/Resignation, p. 1). Through application of the policy guidelines HRM establishes referral points to assess whether appropriate handling of terminations occur. In practicing fair behaviour in the workplace reasonable notice periods must apply to all situations and regulations must apply to administrative processes. It is solely the task of the HRM to ensure departures from Citistores are conducted fairly, this includes giving the employee opportunity to explain their actions and, if choosing to, rectify their improper behaviour. In the case of employee resignation it again becomes the role of HRM to address the ethical rights of their departing staff member whom is entitled to make the decision to exit the organisation at any moment they choose “employees who voluntarily resign their employment are allowed to exit the organisation in an efficient and comfortable manner” (Policy-Termination/Resignation, p. 2). A morally fair dismissal will be a lot less impactful to any business in the long-term, which gives significant justification for a thorough Policy that discourages workers taking short-cuts.

In the process of evaluating and documenting which