Reference no: EM133259843

Purpose

Reporting events and issues to management and Human Resources is a common practice in business. A comprehensive report is well-organized and includes enough detail, so the receiver can clearly understand the event/issue and ask specific follow up questions, as needed.

Providing details allows the receiver to converse with all parties involved on a knowledgeable level because they have all relevant information.

Organizing information well by use of headings, lists, and bullets as needed allows the receiver to use your document as a reference during any follow up conversations.

Providing too few details or lengthy paragraphs without headings and lists may cause your receiver time and energy having to ask a lot of questions and dig through narrative paragraphs for information.

Assignment

You are the Supervisor and you need to reach out to your Human Resources Manager, Mr. Gus Fring. You will copy your Manager, Walter White. Below are details of the issue to report. You are welcome to add more, as needed. Your email should contain enough detail as highlighted above in the Purpose and should also include any conversations you've had with either party involved, if any, and a recommendation for disciplinary action based on the details below.

Scenario

Two team members, Mr. Jesse Pinkman and Mr. Hank Schrader, whom you supervise, have been engaging in stealing company time by forging time sheets.

Pinkman is often late to arrive for work, but Schrader sneaks Pinkman in a back door and even worse, punches Pinkman's time sheet in the timeclock at the same time he (Schrader) punches himself in, which is always early or on time for their shift.

Recently, you observed Pinkman leaving early and made a note of it. When you followed up with Pinkman's timesheet, you noticed his punch out for that day was an hour later than when you saw him leave, and it was the same time Schrader punched out.

Shrader has been with the company for over 15 years, has outstanding attendance, and is a 7-time recipient of the Golden Employee award: an award earned through flawless attendance, top production output, and a positive, team-player attitude.

Pinkman has been with the company for almost 4 years, has always used all his paid sick days each year, and was reprimanded a few times within his first 2 years for not meeting production expectations. He has also been known to have poor relationships with his coworkers, often resulting in some of them verbally expressing their desire to not work near or with him.

You have a good relationship with both employees in that Schrader has always been someone you can count on to help and complete extra tasks upon request. Pinkman respects your position but has not shown much interest in learning more skills or taking on extra responsibilities.

Disciplinary action options include one or more of the following:

- A write-up of the situation placed in the employee's file.

-2 Weeks unpaid time off

- Relinquishing of any ability to apply for a promotion for a length of time (90days,6months,1 year, etc.)

- Termination with severance pay (include duration or percentage of salary)

- Termination without severance pay.

- Job demotion or a change to a different position altogether.