Case Analysis $$HRMT $4130$

You are Human Resources Associate at the head office for Alberta People$$s Credit Union. Alberta People$$s Credit Union provides traditional banking services to Albertans in branches all over the province. U have received a voicemail on your phone from a distraught Manager from the Sherwood Park location. The following is a transcript of the voicemail.

Hi this is Mary, the Assistant Branch Manager here in Sherwood Park. I have a terrible mess here that has landed on my desk. Our employee Arjun Lal has indicated that is going to be making a Human Rights complaint. Arjun is a Branch Account Executive and was hired on June $1,2011,$he was working out of the North Edmonton Branch, but went on a parental leave on August $27,2013.$I guess during his leave he got these panic attacks, he sent us a medical note to say that he had symptoms associated with anxiety and panic, but he was cleared to come back at the end of the parental leave.

He came back on Sept $11,2014.$We had moved his work location to Sherwood park and he was going to support the Fort McMurray Branch remotely, but just as a temporary arrangement. Apparently, he got all upset about this and said that he had never worked remotely before and that this was causing him stress.

He says he continued to complain about supporting Fort McMurray, but I don$$t have anything in writing on that. On November $5,2014,$he applied for the position of Consumer Financial Sales Representative back in Edmonton, but he was not successful. $$His Supervisor Meg Wiel said that his performance was not very good and that he was a handful.$$Arjun told Bobbi, his colleague and friend, $$that it was because he is a minority. Arjun never said that to anyone in management, so we just ignored it$.$

Then in April $2015$out of the blue he sends this email where he wants to drop to part time hours stating the following: a$)$he had gone through a long$-$term sickness a year before and that he was trying to be his best at work when he is fit to work.

b$)$he was having difficulty managing childcare obligations and work demands.

This was absolutely not going to work for us$,$as u know we were just ramping up operations at $2$new Edmonton Branches and $2$other rural branches, we needed as many people working as possible. So$,$we told him no he cannot drop to part time hours. He was hired as a full$-$time employee and signed a contract as a full$-$time employee

He then apparently tells his friend Bobbi, that in a meeting with his supervisor Meg Wiel that he told her all about that his wife had post partum depression and his child is sick, Meg says he never mentioned any of those things! Meg emailed Arjun on May $14$th$,2015,$and noted that he was absence a lot recently and that he had sent some disrespectful emails to other staff. Then on May $19$th he does not show up for work, says that he is sick and reiterates that he wants part time work:

a$)$allow him to work part time so he could meet his childcare obligations

or

b$)$allow him to work from home to meet his childcare obligations

or

c$)$allow him to work at a local branch so that he would no longer have to support Fort McMurray.

On the $21$st he sends a copy of a doctors note that puts him off work until July $17$th$.$

Meg is going crazy with this, as u know we are super busy and the Fort McMurray Branch is booming, we need everyone helping. Meg thinks that he is just not coming in because he is mad that she wont move him to part time. Meg sent him an email saying that maybe he could work a split shift from $9$ am to $2$ : $00$ and then again $5$ pm to $8$pm $,$to help with his childcare situation but that we need him full time. He didn$$t even respond and now he is out of sick leave and would go on short term disability. Then we hear via the grape vine that he is planning on making a Human Rights Complaint, that we are discriminating against him and that Meg is creating a toxic work environment. You must help me out with this, Meg is ready to fire him, but we don$$t know what to do$.$As u know reputation is so important to us as we build our image. Call received July $5,2015.$U are Human Resources Associate. Detail the steps that u would take upon receipt of the call. Detail the following. $1)$ What are the allegations to be investigated. $2)$What legislation may pertain to the allegations, please explain how it may apply. $3)$ What information or resources will u collect in the course of this fact finding? a$.$ From whom$/$ where will u collect the above information b$.$ Why they are important. List in bullet or numbered points. c$.$ Are there any considerations that need to be made as to where or whom u collect information from if so please detail $4)$ Detail any interim measures required and why, please identify the impact on the organization of either providing or not providing interim measures $5)$ Detail your rationale for all action u take as to whether an investigation is required or not. Detail what your decision is based upon. Write $5$page answer.