Situations, Issues, & Learning Points

Situation 11 – two employee's are caught being unsafe at work

Key points:

• you witnessed the event

• the employees are both conscientious workers

Issue: Should the employees be disciplined ?

Learning points:

• safety is a manager's responsibility

• proving due diligence requires that the employer discipline employees when safety procedures are not followed

Situation 12 – an employee you hired 3-month's ago is not working out. He has been previously warned on two occasions. Another employee who desires to fill the position is also disgruntled and not cooperating.

Issue: Is there sufficient evidence to terminate the new employee with cause? Should the disgruntled employee be given an opportunity to fill the position?

Learning points:

• there must be enough groundwork laid in order to terminate with cause

Situation 13 – After a manager is let go, he claims that his manager said he'd be compensated for overtime, even though it is stated in his contract that he is not.

Issue: Should he be compensated for the overtime? Should the money be deducted from his pay-in-lieu notice?

Learning points:

• first step - substantiate the claim

• a written contract does not override a verbal contract, if the verbal contract is made in good faith

• the pay-in-lieu was provided in good faith and should not be taken away

Situation 14 – you are on an open-ended contract at a reduced rate. You have been paid up front and are charging for the hours as worked. It has been four years and the organization still has a credit.

Key points:

• your rate has increased

Issue: should you charge the company at your new rate?

• It would be unethical not to honour the terms of your contract