Peter Frost is a 52-year-old maintenance mechanic with 25 years of service in the Toronto operation of Wilson Bros. He originally completed his mechanic apprenticeship in England. Peter is known as a likeable and knowledgeable, technically competent tradesman. He has significant leadership skills and has been interested for some time in the notion of having a union represent employees at the plant and was successful at leading a union organizing drive some years ago.

Unfortunately, Peter doesn't seem to want to come to work, and when he does he is often late. Over the past four years, Peter has missed over 100 shifts due to absenteeism, and was late an additional 53 times. The records also show that on at least 25 occasions, Peter not only missed his shift but didn't bother to advise his supervisor in advance that he would be absent.

The Company has noticed this deterioration of performance over the past four years. It seems to have been getting progressively worse. There seems to be a pattern of Monday and Friday absences and there are strong and persistent rumours from other employees that Peter's breath smells of alcohol on a regular basis. When Peter is at work, his mood swings are completely unpredictable. He has lost his temper with his co-workers on several occasions. Some employees have formally complained to management about Peter's absenteeism and attitude suggesting that his behaviour is disruptive to the entire workforce.

You have just been hired as Director of HR with responsibility for the Toronto operation. One of your first directives from above is to get rid of Peter as soon as possible. You review Peter's file only to discover that he record is clear of any formal discipline.

Questions

Part 1. Describe your first actions to address Peter's situation. Include your reasons.

Part 2. Explain your longer-term strategy for addressing Peter's situation. Include your reasons.

Part 3. Explain how you would handle the situation if Peter admitted he is an alcoholic. Include your reasons.

Part 4. Imagine that you now have to write a formal report to the management of Wilson Bros., outlining the legal issues involved and your recommendations for this and future cases. Would the recommendations change if Peter was a non-union employee? Explain. Write the executive summary of this report.

Answer rating: 100% (QA)

Part 1 The first action I would take in addressing Peters situation is to have a private meeting with him to discuss his attendance and behaviour Duri... View the full answer