Reference no: EM133177602

Scenario 

Jo is employed at Accountech, a provider of technology software to the accounting industry. Accountech has 170 employees across Australia. Jo's role is as an analyst. Jo reports to the lead analyst and has been in the role for 18 months. 

This morning Jo overheard the lead analyst saying that his work is "not good enough". This is a big surprise to Jo as this has never been raised before. 

When Jo arrives at his desk, he finds out that the lead analyst has scheduled a catch-up with him for 10am that same day. The location for the meeting is a coffee shop in the foyer of the building. 

When Jo arrives to the catch-up the lead analyst says that they need to have a serious discussion about Jo's performance and that Jo's work isn't good enough. The lead analyst says that Jo needs to change, or they will be forced to take further action". The lead analyst gives Jo one week to improve. Jo remains silent during the meeting. 

When Jo goes back to his desk, he overhears the lead analyst telling one of his colleagues that he will likely terminate Jo's employment next week. 

Assessment Details:

This assessment should demonstrate your knowledge and understanding of performance management practices, and fair and unfair dismissal of an employee in an Australian workplace. Your responses to the below questions should detail the necessary steps and best practices as provided by Fair Work Australia. Save as PDF and upload to Moodle.

Questions:

You are required to provide response to the below questions 

1. What are the main issues with the way the lead analyst handled the performance management issue? 

2. What should the lead analyst do to be in line with best practice as described by Fair Work? 

3. Would this be classed as a fair termination if the lead analyst terminated Jo's employment after 1 week? Why? Why not? 

4. What steps can Jo take to help this situation in the next 1 week?