1. This chapter opened with the observation that managers and supervisors find it hard to discipline employees. Does this observation apply to Mark Steckle? Why or why not?

2. Does Mark follow the suggestions shown in Figure in trying to end the employment of Dan and Carter?

3. The earlier section “Disciplinary Policies and Procedures” offered guidelines and observations on correct approaches to employee discipline. Does Mark follow any of those procedures? If not, which aspects of his behavior deviate from the procedures described earlier?

This scene from the film In Good Company shows Mark Steckle’s (Clark Greg) efforts to fire Dan Foreman (Dennis Quaid) and Carter Duryea (Topher Grace). Carefully assess Mark’s behavior against the discussion of employee rights and discipline in this chapter.

A corporate takeover brings star advertising executive Dan Foreman a new boss who is half his age. Carter Duryea—Dan’s new boss—wants to prove his worth as the new marketing chief at Sports America, Waterman Publishing’s flagship magazine. Carter applies his unique approaches while dating Dan’s daughter, Alex (Scarlett Johansson).

Tips to Avoid Wrongful Employment Termination Lawsuits Terminate an employee only if there is an articulated reason. An employer should have clearly articulated, easily understandable reasons for discharging an employee. The reasons should be stated as objectively as possible and should reflect company rules, policies, and practices. Set and follow termination rules and schedules. Make sure every termination follows a documented set of procedures. Procedures can be from an employee handbook, a supervisory manual, or even an intra- office memorandum. Before terminating, give employees notices of unsatisfactory performance and improvement opportunities through a system of warnings and suspensions. .Document all performance problems. A lack of documented problems in an employee's personnel record may be used as circumstantial evidence of pretextual discharge if the employee is "suddenly discharged. Be consistent with employees in similar situations. Document reasons given for all disciplinary actions, even if they do not lead to termination. Terminated employees may claim that exception-to-the-rule cases are discriminatory. Detailed documentation will help employers explain why these "exceptions" did not warrant termination. .