Reference no: EM133005339

1. An employee at your company recently assumed a supervisory position and started taking a different staff member to lunch each week to try and build rapport. This has sometimes resulted in shared confidences, and the supervisor recently told two of her staff members she understands they are not happy and that she, too, is looking for other opportunities. When you were told of this conversation you did not react. As an HR Manager, what should you say or do about this information?

2. How will you handle the termination of a key employee in your company? This individual has behavior issues, and you are afraid that this person may cause a scene. What is the best location, time of day, and day of the week to terminate this employee?

3. You own a small, seasonal landscape company and one of your employees had difficulty following directions. When approached she changed her behavior most of the time. However, one time she walked off the job after not agreeing with a client. You warned her if she did it again, she would be terminated. She did it again and she was terminated. She apologized but you stood your ground about the termination and told her you might consider "forgiving" her in the future. You mean personally, not professionally. Now, five months after being fired, she has left a message on your answering machine saying she is ready to come back to work full-time as your season starts up again You do not want to hire he back, but she lives in a condominium complex that your company has a contract with, and you do not want to jeopardize the contract. What is the best way to handle this case?