PROCESS Step #1 - For each scenario, briefly describe your rationale for the disciplinary action you are imposing. Detail how you are responding to the performance issue and why you believe this response is appropriate for the situation. Use information from our classes in Weeks 10 and 11 to formulate your response. Make assumptions as necessary if the scenario does not provide enough information. (6 marks for each scenario submission) Step #2 - For each scenario, complete a discipline form which is appropriate to the level / situation of misconduct. Use the template provided in the Week 10 and 11 tab on DC connect. Completion of one form is required for each scenario. Ensure the content in the form you have completed is reasonable and relevant to the situation. Apply discipline at an appropriate level. We have discussed discipline responses that are appropriate for specific infractions in class. Rely on those discussions to make your determination. Place yourself in the role of manager of the employee. Ensure the document clearly outlines the incident/misconduct situation, provides evidence of a policy violation and identifies specific direction regarding future performance expectations required, where appropriate. To receive full marks, the form must be completed such that it would be ready to present to the employee in a disciplinary discussion meeting. This activity truly will be part of your future managerial responsibilities. (9 marks for each scenario form) THE SCENARIOS: Scenario 1 You have been watching Lucas recently and have noticed that he has been stealing product from your freezer. When the month end inventory was completed recently, there were discrepancies identifying shortages between the actual product available and what should be available. Two other staff members reported him leaving with product after his shift. You requested and received written documentation recording what they have observed. Develop your disciplinary action plan in response to the situation. Lucas is a full-time employee who has been employed with you for 2.5 years. Scenario 2 Stacey is consistently late for work. She does not show respect to her coworkers and does not complete tasks. She has a poor customer service attitude towards your guests / clients and gives the overall impression of not caring about her employment. Stacey has received several previous disciplinary warnings in relation to various infractions including those noted above. It is 10:00am when Stacey arrives for her 9:30 am shift. She apologizes profusely saying this will never happen again and it was due to her bus being held up as there was an accident along the route. Develop your disciplinary action plan in response to the situation. Stacey is a full-time employee and has been employed with you just over one year. Scenario 3 Josh, from time to time, cuts corners and does not complete tasks according to the policies and procedures. He works in the kitchen and today is not wearing appropriate personal protective equipment (PPE). You had a one-on-one with Josh two weeks ago that discussed how talented a cook he is. You also touched on the fact that he does need to follow standards that are in place and you stressed that speed must be balanced with quality and accuracy. You specifically touched on the importance of not skipping steps / or overlooking procedures related to Health and Safety. You discussed Josh's future with the organization and identified a training opportunity for him to pursue, to continue to develop his skills as this would increase his likelihood of promotion within the organization. Develop your disciplinary action plan in response to the situation. Josh has been working with you for 10 months