Post by valerie on Feb 26, 2016 15:20:19 GMT
What assumptions are present in this scenario?
-That an introduction had taken place prior
-That Steve was not informed prior that he was hired ( he kept asking if he was hired) Steve was unclear of the job description.
-Steve had no knowledge of the rules and guidelines of the company as they pertain to the company’s property
-Steve did not know the rules of the policies pertaining to tardiness and absenteeism. It appears he was expected to know this on his own (as though this should be a given- “he should know better”).
-There is not a clear frame of time that the “hiring” and “firing” occurred
- It appears that employee benefits were not discussed- so that childcare benefits such as FSA could be explored- or there may be no benefits.
-The hiring manager( I assume that is who she is), does not fully understand the protocol for hiring and firing.
Steve was an uninformed hire. He was not properly screened for the job
The hiring manager and Steve are both ruining the reputation of their company and putting it at risk.
Steve is not being monitored by his company. There are no metrics in place to protect the company. All reports of stealing time appear to come from the customers.
There are no written policies regarding the use of company property and items.
• How would you respond? ( question is unclear. To whom does it refer)?
I would ask to know more of the job before I accept the offer. I would want to know about the employee benefits and the company’s policies and rules that are in place for all employees so they can reference any questions they have. I would also ask for a weekly schedule of where I am reporting daily. It would also be important to me to get a signed policy regarding the vehicle and the gas card. Who is my supervisor? When there are issues who would I go to? Is there an EAP for personal concerns and issues?
• What would you do?
There was nothing in writing as far as I could see and since there was no written or signed guidelines regarding the truck or the gas card. There was also no rule regarding how far I could travel, who could travel in the truck or how much money I could use on the gas card. I am arguing there are no grounds for me to be disciplined or even fired. I further think this should be a learning opportunity for the representative and I to fully understand more of the company we work for and to possibly look for obvious systems that need to be place. I further state that there were no written rules upon hire that states the time I can report to work and leave. Therefore If I fully do my job and do it well, does it matter that if I leave early? I see time in this moment as irrelevant.
• What questions did you ask yourself in coming to your conclusion?
Was anything place in writing and was Steve properly informed of the company’s rules, guidelines and expectations for him as an employee.
Was he responsible if it was not in writing and can we blame him if the rules were not absolutely care?
Who really was damaging the company’s reputation- was it a new hire who really does not know what is expected or a company who has not covered itself by ensuring it is not at risk to damage its reputation?
What was the company’s responsibility to itself, to the customers and to its employees?