Additional Case 14.2
Gloria, an employee at Hamilton Resources, which is a unionized company, has performance and absenteeism problems. Gloria's manager, Dean, wants to fire her immediately. As the HR manager at Hamilton, you explain to Dean that he needs to try to improve the employee's performance first and save termination as a last resort.

Sometime later, the CEO asks you to review and update the firm's employee discipline process. He wants to give employees as much responsibility for their own performance improvement as possible. He is also willing to invest in management training to ensure the best and most fair process. As HR manager, you will be responsible for training managers on the new discipline process.

-Refer to Additional Case 14.2.If Dean had fired Gloria immediately,the action would most likely be considered:

Question

Additional Case 14.2 
Gloria, an employee at Hamilton Resources, which is a unionized company, has performance and absenteeism problems. Gloria's manager, Dean, wants to fire her immediately. As the HR manager at Hamilton, you explain to Dean that he needs to try to improve the employee's performance first and save termination as a last resort.

Sometime later, the CEO asks you to review and update the firm's employee discipline process. He wants to give employees as much responsibility for their own performance improvement as possible. He is also willing to invest in management training to ensure the best and most fair process. As HR manager, you will be responsible for training managers on the new discipline process.

-Refer to Additional Case 14.2.If Dean had fired Gloria immediately,the action would most likely be considered:

Quizplus · Accepted Answer

Firing Gloria immediately without trying to improve her performance would be a violation of due process, which refers to the requirement for fair treatment and fair hearing before any adverse employment action is taken against an employee. This is especially true in a unionized workplace where employees have additional protections under their collective bargaining agreement. Therefore, Dean needs to follow the proper procedure, which typically involves progressive discipline, to document the performance and absenteeism problems and provide opportunities for improvement before considering termination as a last resort. The CEO's desire to involve employees in their own performance improvement and invest in management training aligns with best practices in employee discipline and could help to prevent future legal issues.