Reference no: EM132771977

Question

You are the HR director of a company in the State of Maryland Department of Health and Mental Hygiene. Your Supervisor comes to you and says that he is having various issues with the office manager. Over the past few weeks, the office manager has been arriving at work consistently late. His direct supervisor has spoken to him several times about it, and the manager says that he is having "personal issues." Sometimes during the day, although his jacket is thrown over his chair in his office, no one can find him or reach him for several hours at a time. The CEO suspects that he is slipping out of work during the day to resolve other issues. Most of his reports are late, and when he does turn them in, there are often frequent errors in the reports.

The Supervisor wants to terminate the office manager immediately, but is willing to listen to your advice on progressive discipline and what should be done with this employee. He is also concerned that the employee might retaliate by claiming discrimination, since he is part of a minority group.

1. Based on Maryland state law, write out a plan, for your Supervisor including steps of progressive discipline, timing, documentation, and potentially termination, if the earlier steps do not achieve the needed results.

2. Include steps that can be taken and documentation that may be needed to protect the company against a possible claim of discrimination.
You must substantively respond to colleagues. Use a minimum of two HR/legal references to support your conclusions.