Was Mr. Babcock\'s Termination for Just gsue. lf Not, What Is the Remedy? Cause?
ID: 378200 • Letter: W
Question
Was Mr. Babcock's Termination for Just gsue. lf Not, What Is the Remedy? Cause? If aiden Colective Bargaining Agreement. The origin of Casino Biloxi, MS a Mr. Babcock retreated to his duties instructing Johnson to keep the card and advising that h tion, Mr. Babcock observed that one of eis sileting oftion is an incident which occurred had decided to leave abnuply prioe to coiry tand would return later. Upon return to his assigned December 6, 2014 ursday 12/6/14 at approximately 7 P.M. two wo fcmales) came into Buffet and asked Odel Mar her meal He then returned to the Cashier st to retrieve his debit card. According to Mr. Babcock he then advised the Cashier that his guest had Assistant Manager to speak with Babcock (food server) nd when Oudel was doing rounds in dining room observed hanged her mind about cating and he requested he females with a plate eating in Babcock's sectionreturn of his debit card hen Babcock was asked about ticket he didn't have a tary statement which Mr. Babcock about December 17, 2014, he recounted all of the above facts. However, it was not until the 3rd step hearing that he made it clear that he insisted on a non-charge for the meal based on his understanding of Bauffet ply Afer viewing video tapes of theea, ined that the meals were not paid for tedtement which AMr. Babcock Why this is important? This is a violation of Collective Bargaining Agree- ment 6.02 Cause for Discharge-Willful Misconduct Dishonesty-Babcock had guests in his section that he operations Odel Martin testified that on December 6 2014 at approximately 7.00 P.M.., she was approached at the Host stand by two female employees of the FunNy Bones Comedy Club who requested to speak with Babcock for a moment. Mrs. Martin granted permission and the two ladies proceceded past the Host station and into the main dining area of the Buffet. After remaining at the Host sta tion for several minutes, Mrs. Martin next pro ceeded to the main dining area in the course of her normal duties as Assistant Manager. She imme- diately observed that Babcock had placed utensils, beverages and mapkins on a table where the two ladies were seated Mrs. Martin continued to erved who did not pay for meal Consequence of behavior Separation of Employment On December 17, 2014, Union Steward Pamela Smith filed the following Grievance Describe briefly the issue/problem What section s) of the contract does this violate What action/adjustment does the grievant want Wrongful termination Article 6, 6.1 Just Cause To be made whole In a letter dated January 24, 2015, Nat Miller n Coin's Labor Relations Manager, provided the Company's Third Step Grievance Response. Mr. Miller observe as one of the ladies left out of the restaurant and the other headed toward the buffet line to pre- pare a plate for consumption Golde Mrs. Martin approached Babcock to advise at the ladies had not tendered payment for the meals and inquired as to why they were being Mr. Babcock admitted to serving a guest without Proper payment being made for a meal which was partially consumed by the guest on Thursday December 6,2014. By his own admission, Mr. Babseated without a receipt. Babcock did not respond continued about his duties. Mrs. Martin then went to the Funny Bones Comedy Club to discuss matter with the manager on duty, Sue Reeves Ms. Reeves advised that she had not given permis sion for the employees to leave their work area dur- ing working hours and considered them to be with k. cock invited the uest to dine at the Bujet w payment to be made personally by Mr. Ba The evidence ender his personal debit card to Cashier, Inez Johm momentarily occupied with other ohnson requested that Mr. Babcock reveals that Mr. Babcock did indeedthe end tender his son, who was gwests and Ms. reg wait as she tended to the other guests. ing in action. Mrs. Martin learned that theExplanation / Answer
1.The elements of employee discipline are as follows:
Mr. Babcock was not the loyal employee to the organization. He wontedly does not follow the rules and regulations of the company. He did not ensure the fair practice in the office premises. These all the loyalty disciple are opposing to the Mr. Babcock.
Mr. Babcock was the employee of the company so he is liable to follow his duties towards the organization. It is his responsibility that they should ensure the credit wordiness of himself by paying the amount. He should not mislead the manager and other coworkers with the deferred statements.
Yes, these elements are very much helpful in decision making process.
2. Yes, Mr. Babcock’s heritage makes a difference in outcome as he was misleading the employees and also the manager of the company. He was not the credit worthy employee to the company. He was not in the intention to pay for the meal his know fellow has taken into the premises. The heritage of the Mr. Babcock was not to pay the amount. He was the employee of the company so he should follow his duties as he is well aware about the proceedings of the company.
3.The Babcock’s intention in giving a credit card to the cahier is that show to the CCTV cameras that he followed his duties and proof himself later that he did not does the misconduct to the company.
No, it was not the part of scheme to avoid paying for meals.
4.Yes, the company prove that the Babcock violated the CBA and company policies. The penalty for the violation of rules was
1. The progressive and collective charges from the employee who had done misconduct. (disciplinary actions would be taken)
2. He should be terminated.
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