To Assume or Not to Assume

[Marie Sabatino]

• What assumptions are present in this scenario?

I had to think pretty deeply to answer this question and find myself having difficulty thinking that any assumptions were in fact being made. When the employee was accused of a range of performance issues, such as lateness and missing meetings, and other behaviors that many would could consider unethical, such as the unauthorized use of company vehicle and gas card, he did not deny them. Rather, he presented reasons or excuses for justifying his behaviors, which implies that the accusations are true.

• How would you respond?

I would respond in a similar fashion. Additionally, I would ensure I was able to obtain as much documentation as possible to illustrate my points. I would also consult with my supervisor before approaching the person in question and discuss whether there was a need to involve a third party, such as a representative from Human Resources.

• What would you do?

In collaboration with my direct supervisor, I would devise a plan for improvement and/or possible termination.

• What questions did you ask yourself in coming to your conclusion?

Some questions I asked myself included: 1) Is this employee creating a poor image for the company and our staff, affiliates, customers, etc? 2) Is this employee damaging the company reputation? 3) Is this employee breaking company policy? 4) Is this employee breaking the law?