Reference no: EM132885587

Fact Scenario: Bedder Pizza Inc. is located in London, Ontario. It is a non-unionized workplace that manufactures and distributes frozen pizzas to retail locations across Canada. There are approximately 425 employees You are asked to provide on the following facts.

Employee #1 - Cindy has worked for Bedder Pizza Inc.for ten years. Her performance appraisals, conducted yearly,are consistently "fair" to "good". Nearly a year has passed since her last performance review. Her manager shares that Cindy isconsistently late forher Saturday morning shift. In addition, you are informed,when investigating the issue with herdirect supervisors, that theythought that Cindysmelled of alcohol on multiple occasions, but can't be certain.

Employee #2 and #3:James and Harold both work in the packaging plant. Recently, an internal investigation that followed best practices for investigations, found James and Harold had engaged in misconduct. The investigator found that James and Harold were assisting each other to engage in "theft of time". Both employees had left the factory in order to take long lunches and attend to other personal issues. The employees assisted each other by "swiping" their entry cards for each other. This process indicated that the individual was in the building. However, the employee had not yet returned to work. The report revealed that the coverage occurred on 14 instances (6occurrences for James and 8 occurrences for Harold) over the last 6 months. The manager has asked for guidance on whether termination is possible. Employee #4:Jordan has worked for the organization for 6 months. His manager approached you with some performance issues. Jordan is making errors with some safety protocols related to food storage safety. The manager would like to terminate him for the cause.

Assignment Question: What advice would you provide, as an HR consultant, for each employee? What advice would you provide for each employee? Please explain how you would terminate the employee (if that is your decision) (i.e.: just cause termination or no just cause)? The response requires reference to different legislation and case laws.