Discipline Meetings
Section 1- Overview of the situation
An employee named Carly, working in a high-end restaurant called Fauna will go through a discipline meeting for wearing the wrong shoes. The policy of the company is to wear stilettos and anti-slip shoes which are very essential for health and safety purpose but Carly’s supervisor Daria noticed that Carly did not wear the shoes which are allowed as per the standards of the restaurant. This was not the first time that Carly had been caught wearing the wrong shoes at work. On her previous shift, she was wearing these wrong shoes which made her slip and fall while working in the kitchen. Nevertheless, there were no major injuries. Carly was then called in by Daria to her office and who gave her a verbal warning for wearing the wrong shoes. Daria made it clear to Carly that it was important to follow the policy not only for her safety but also for the safety of the other employees. Carly did not heed to the verbal warning and wore the wrong shoes again. When Daria consulted with the HR manager Fatima on the situation, they decided to schedule a discipline meeting with Carly to provide her with a written warning for wearing the wrong shoes again.
Section 2- Stakeholders Role
The key stakeholders in this situation are the employee (Carly), supervisor (Daria), and the HR manager (Fatima). Carly has shown an irresponsible behavior within her place of work. She wore the wrong shoes despite her awareness of the restaurant's policies. She had already slipped and fell with those shoes before and also received a verbal warning from her supervisor. Therefore, this was the second time she was violating the health and safety rules.
Daria, being the supervisor in the restaurant, had to make sure all the employees were properly dressed for work. Moreover, she was tasked with ensuring that all employees followed the policies of the restaurant. The fact that Carly wore the wrong shoes for the second time made Daria to seek advice from the HR manager on progressive discipline. The HR manager, Fatima, has to ensure that all policies are well drafted, and all employees follow them. It is the responsibility of the HR manager to ensure the health and safety standards are met successfully for the safe working conditions for all employees as this is very crucial in legal matters. Therefore, Fatima will conduct a discipline meeting along with Daria in which Carly will be handed a warning letter. Additionally, Fatima will outline the further steps in progressive discipline in case Carly repeats the same mistake.
Desired outcome
Bratton and Gold, (2012) defines discipline at the workplace as a process in which employees’ compliance with rules of the workplace is maintained to ensure effectiveness and order. Fatima’s role as the HR manager is to ensure that this discipline is upheld in accordance with the laid Fauna restaurant’s workplace policies and procedures. Employees, Carly included, are always expected to adhere to the set HR rules and policies. Failure in doing so always attracts a disciplinary action that may begin with an oral warning (Health Service Executive, 2007). Carly failed to heed to Daria’s verbal warning which prompted the need for a first level written warning that had to be preceded by a discipline meeting. The importance of the discipline meeting is that both the stakeholders get a chance to state their case in accordance with the issue at hand. Daria may explain to Carly in the presence of Fatima the reason as to why they had to call for a discipline meeting. Fatima, on the other hand, may read out the workplace policies to Carly as a reminder. There would be several desired outcomes that the meeting may yield. Carly would understand the risk that is accompanied by her behavior. Fatima and Daria would also know whether Carly’s repetition of the same mistake was intentional or there was an underlying problem. In the event that Carly’s explanations are satisfactory; no further action may be taken. In other instances, after both parties have listened to each other, the meeting may be adjourned to ensure the final decision by the HR team is rational (Health Service Executive, 2007). The meeting may be documented and the proceedings captured in a warning letter. The warning letter will explain to Carly the nature of the complaint and the manner in which she should behave in future. Further, the letter will inform her that continued non-compliance would lead to a final written warning that would subsequently lead to her dismissal (Health Service Executive, 2007). Carly may also have a chance to appeal against the content of such a written warning if she finds that Fatima and Daria have not given her a fair hearing.
Conclusion
References
Bratton, J., & Gold, J. (2012). Human Resource Management: Theory and Practice. Palgrave Macmillan.
Health Service Executive. (2007). Disciplinary Procedure for Employees of the Health Service Executive. Dublin: HSE – Employers Agency.
