Reference no: EM133106636
You have hired your new employee and upon a tour of the facility, at one of the maintenance work areas some employees have displayed some pictures of scantily clad people. Later on, after the tour your new employee complained about the pictures. You have approached the employees in question and asked them to take down the pictures, but they have politely said that, that individual will not be coming to the area very often and nobody working in the area has a problem with the pictures." If your new employee needs to come to the area regularly, we will consider it. The pictures don't cause any harm and why should everyone here suffer to keep one person who is never here happy". Uncertain what to do next, you walk away to consider the best way to handle this situation.
-You discover there has been a lapse in the training in the maintenance area of your organization and you decide to design a training session. Based on a basic training process as outlined in the course, breakdown the purpose of each of the 5 steps and detail the implementation of each step as it pertains to:
-Your organization
-Team work
-Corporate policies
-Human rights.
-Would you describe the work environment as poisonous? Support your answer based on the Ontario Human Rights Code. (5 mark)
-How would you describe legal risk when a work place is not free from human rights violations? What steps can your organization take to correct and minimize Human rights violations?
Part 2
Your new employee has been doing OK for 9 months and you are satisfied with your decision but all of a sudden the employee didn't show up to work and there was no phone call. It created chaos at work and for more than a few hours it was a struggle to cope with the absence. Although the employee has been an average worker, without many issues, the employee does miss time when their children are sick, but always called in the past.
Later, a family member called in to let us know the employee was in a car accident on the way to work and has been knocked unconscious; everything seemed ok and after a few days off, should be back to work.
The issue is the absences have caused some concerns for the management team considering all of the organizational needs were made very clear during the hiring process. The company's definition of discipline according to the employment agreement is: ''training that molds and strengthens desirable conduct or corrects undesirable conduct-and develops self-control''. Therefore a disciplinary action is required.
-How does the Family Responsibility Leave as per the ESA provide for workers who need help? Describe how this could be applied to our workers situation?
https://www.ontario.ca/document/your-guide-employment-standards-act-0/family-responsibility-leave
-Before disciplining this employee, what are three key issues that are relevant and should be considered in regards to this employee and the situation? Why do you think these are the most important considerations where your company is concerned?
-What steps would you take to ensure the discipline was fair and proportional?
-How would you proceed to discipline this employee?
-Was there negligence or a breach of contract on either side? Defend this position
-Are your actions reasonable? How do you know this?