Reference no: EM132881063

Question

You are the HR manager for XYZ Corporation. You have received a request from a supervisor to draft a disciplinary letter for an employee, Homer Simpson, who has been found guilty of using inappropriate language with a customer.

The facts of the case are as follows:
o Homer Simpson is a cashier with XYZ Corporation
o The event took place on March 31st, 2021.
o During an interaction with a customer, Homer took offense to a customer's tone of voice and behaviour. He then verbally attacked the customer culminating in calling her numerous curse words as well as a "Karen".
o The customer immediately asked for a manager to complain about the employee.
o The supervisor, Frank Grimes, received the complaint from the customer.
o During Mr. Grimes' investigation of the incident, another employee, Ned Flanders, stated that he thought he heard Homer threaten the customer with violence but this was not mentioned by the customer or by Homer himself.
o At the pre-disciplinary meeting on April 1st, Homer admitted to the behaviour and seemed to be quite proud of the interaction.
o Homer has a verbal warning on his file regarding another inappropriate interaction with a customer which took place on January 16th, 2021.
o The company has a Code of Conduct that prohibits using offensive language with customers as well as outlining the obligation to try to deescalate situations. Homer signed the Code at his orientation on September 1st, 2020
o The company has a 4 stage disciplinary procedure that Homer was made aware during his orientation on September 1st, 2020. The policy is titled Progressive Discipline Policy and includes the following 4 steps:
§ Verbal warning
§ Written warning
§ Suspension
§ Termination
o There is no video evidence of the altercation.

Questions:-

Prepar a discipline letter
· Discipline Letter should include the following :-
o Opening paragraph that outlines purpose of letter.
Very briefly introduce the ideas here and the purpose of the letter
o Specific description of situation that warrants discipline and any policies breached as a result.
Make sure to focus only on what you can prove
Make sure to emphasize dates
Previous discipline should be highlighted here
o Explanation of nature of discipline and consequences for further infraction.
Make sure to discuss pre-disciplinary meeting
Make sure to reference discipline policy
o Outline expectations going forward and managements hope that the warning will help improve behaviour.