Reference no: EM133336521

Question: Read the scenario below pertaining to a workplace grievance. From the perspective of a Labour Relations Advisor, make a recommendation to your management team as to how to respond to the grievance.

Sonia is a unionized employee working for a large manufacturing company. Since the outbreak of COVID-19, the manufacturing plant has put strict measures in place with respect to health screening prior to entering the workplace. Sonia was terminated because there was a rumor that she was not truthful in answering the screening questions when she came to work on July 18, 2020. One of the screening questions asked if she had any close contact with anyone with symptoms and she answered no and came to work. Later, it was discovered that her elderly parent, who Sonia lives with, has tested positive for COVID-19 causing several other workers to have to self-isolate and miss work. Sonia states that neither she nor anyone in her house had been displaying symptoms on the date that she answered negatively on the questionnaire. The union has filed a grievance on Sonia's behalf, stating that she did nothing wrong and she should be reinstated with missed pay. The manager feels that she did not follow protocol and that her actions caused other coworkers to miss work and could have shut down the plant. The manager feels that the termination is justified, and they have to set a standard of zero tolerance when it comes to health and safety protocol related to the pandemic.

As the LR Advisor, what are the next 4 steps you would advise the Manager to take?