1) To confirm that the supervisor's claims are true, who will you contact? What questions will you ask? What precautions should you take to assure that your investigation is confidential and legally defensible?
Employee termination is not to be taken lightly and should be thoroughly investigated before approving the termination. In the case study of Jeanette Landis, she is threatening a lawsuit if terminated. While the treat should not influence the decision, it is an indication that perhaps Ms. Landis does not feel she is being treated fairly. As the HR representative reviewing this termination request I am alarmed that the manager stated the following, “She repeatedly misses her sales goals by a huge margin due to her laziness and stupidity” …show more content…
The verbal and written warnings indicate Ms. Landis has not been meeting sales goals. In the verbal warning, it mentions no further training is needed. In the written warning, it is mentioned that she failed to schedule training. If training was required that training should have been noted in the verbal warning so Jeanette could be held accountable for not scheduling and attending the required training. The two warnings are contradictory to each other regarding the training issue. I would also like to see the actual sales goals listed along with sales figures for Ms. Landis for the periods in question. While the lack of detailed information does not violate the disciplinary policy, the skipping of the suspension step does. Given the managers comments about Jeanette’s stupidity and laziness, I feel there may be more to this case than presented. I do not feel the documentation is in order or that the proper steps of the disciplinary policy were followed. At this time, I would deny the termination request pending further …show more content…
Severance pay is not something that is customarily provided in a termination for poor performance. Severance is typically provided in a time of employee layoffs as part of a total severance package. Ms. Landis should be advised of the status of her benefits so that she can obtain alternative coverage. The case does not indicate how long Jeanette Landis was employed by The Daily Register; however, she may have some retirement benefits that should be discussed if applicable. As a gesture, it might be nice if The Daily Register provides referrals to outplacement services. Noted in the text, “Outplacement programs are simply those that help discharged employees find new jobs” (Bernardin & Russell, 2013, p. 323). This gesture would show compassion and provide some dignity for the terminated
Employee termination is not to be taken lightly and should be thoroughly investigated before approving the termination. In the case study of Jeanette Landis, she is threatening a lawsuit if terminated. While the treat should not influence the decision, it is an indication that perhaps Ms. Landis does not feel she is being treated fairly. As the HR representative reviewing this termination request I am alarmed that the manager stated the following, “She repeatedly misses her sales goals by a huge margin due to her laziness and stupidity” …show more content…
The verbal and written warnings indicate Ms. Landis has not been meeting sales goals. In the verbal warning, it mentions no further training is needed. In the written warning, it is mentioned that she failed to schedule training. If training was required that training should have been noted in the verbal warning so Jeanette could be held accountable for not scheduling and attending the required training. The two warnings are contradictory to each other regarding the training issue. I would also like to see the actual sales goals listed along with sales figures for Ms. Landis for the periods in question. While the lack of detailed information does not violate the disciplinary policy, the skipping of the suspension step does. Given the managers comments about Jeanette’s stupidity and laziness, I feel there may be more to this case than presented. I do not feel the documentation is in order or that the proper steps of the disciplinary policy were followed. At this time, I would deny the termination request pending further …show more content…
Severance pay is not something that is customarily provided in a termination for poor performance. Severance is typically provided in a time of employee layoffs as part of a total severance package. Ms. Landis should be advised of the status of her benefits so that she can obtain alternative coverage. The case does not indicate how long Jeanette Landis was employed by The Daily Register; however, she may have some retirement benefits that should be discussed if applicable. As a gesture, it might be nice if The Daily Register provides referrals to outplacement services. Noted in the text, “Outplacement programs are simply those that help discharged employees find new jobs” (Bernardin & Russell, 2013, p. 323). This gesture would show compassion and provide some dignity for the terminated