Reference no: EM133163028
THE KAREN LYON CASE SCENARIO
Karen Lyon, a 30-year-old machine operator in one of the Wilson Bros. Ontario-based food processing plants. She has been with the Company for six years.
She sent a letter to you, the newly appointed Director of Human Resources of Wilson Bros., accusing her supervisor, Joe Bloom, of sexually harassing her while she was at work. The letter was hand-written and provided dates, times, and detailed descriptions of various unwanted advances by Joe toward Karen, including touching, molesting, and physical exposure. The incidents described in the letter go back at least two years from the date the letter was sent to you and continue to the present.
Joe Bloom is a long-term manager with the Company. In fact, he has been employed 40 years; and while he does not have a personal ownership stake at the firm, he is viewed by most employees in the Company as one of the original founders and builders of the business. Joe has a long-standing personal relationship and friendship with the owners, Bob and John Wilson.
You are aware of Joe's background and connections, just as you are aware that the Company has not published any guidelines or policies for managers or employees to follow in harassment cases, nor are there official rules of conduct on the subject. You are also concerned that if confronted, Joe would simply deny the allegations.
QUESTIONS TO ANSWER:
1. Did Karen do the right thing? What else might she have done?
2. What should you do upon receipt of the letter?
3. What should your longer term strategy be?
4. What are the arguments for and against dismissing Joe Bloom for cause?
5. What would a judge award in a wrongful dismissal case? Why?
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