A human resource manager has been asked to resolve a situation that has develope

Question

A human resource manager has been asked to resolve a situation that has developed between a supervisor and his recently terminated employee. This employee has threatened to take legal action. The employee maintains that she was terminated for attending a meeting of employees who were thinking about a union organization campaign. The supervisor claims that the union organization meeting had nothing to do with the termination of the employee and that he documented poor performance over a period of almost 6 months. When the HR manager spoke to the supervisor, he showed the HR manager the documentation and also made it clear that he did know that the employee attended the union meeting. He stated that she had been a “troublemaker” all along. What should the human resource manager do?

What are the ethical issues in this situation?

Do you believe that the termination was the result of poor performance alone?

How important is the fact that the company lawyers have suggested this case is a "sure win" for the company?

Explanation / Answer

the first thing is firing an employee because she or he attended the meeting conducted by someone else. of course as an employee he or she supposed to contribute thier efforts towards organizational growth and benefits. it does not mean that if employee attended union meetings, they were trouble makers. may they may explore their knowledge at different industries and firms, and getting a brief idea about them.

in this situtation even though she is performing poor at her work, now it can reflect to others like because of she attended the union meeting. if she really have poor performance, it has to be inform to her immideately in the very next month. in the second month also if it is same we should ask her for the reasons of poor performance and provide some assistance or motivation to her. if it is the same case provide her a deadline and even if the performacne is same, then give a notice and fire her. but without following the process straight away giving a pink slip is not correct either morally or legally also.

of course legally the employer may win in the court, they knows that they are ethically wrong. when we know what we are doing wrong even if we wins we does not provide satisfaction.

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