PURPOSE Explore the skills you will require as a Manager, to successfully discipline and/or terminate an employee should they not be meeting expected performance standards and guidelines which you have clearly communicated to all members of the team. 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. Us 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 infraction 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. T 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 f 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. Wher the month end inventory was completed recently, there were discrepancies identifying shortages between the actu product available and what should be available. Two other staff members reported him leaving with product after 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 h 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 includi those noted above. It is 10:00am when Stacey arrives for her 9:30 am shift. She apologizes profusely saying this wil never happen again and it was due to her bus being held up as there was an accident along the route. Develop you 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 wor in the kitchen and today is not wearing appropriate personal protective equipment (PPE). You had a one-on-one wit 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 Safet You discussed Josh's future with the organization and identified a training opportunity for him to pursue, to continu 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. DISCIPLINARY ACTION FORM EMPLOYEE: DEPARTMENT: SUPERVISOR: ID Number: POSITION: TYPE OF ACTION: Verbal Warning Written Warning Suspension: Begins: Ends: Termination: Effective: The intent of this notice is to provide you with specific information about: unsatisfactory performance/behaviour, action taken how to avoid a similar situation the result if performance/behaviour is not corrected This notice provides you with an opportunity to discuss the situation with Date(s) of Incident: Time of Incident: Details of the performance issue incident, date, time, location, actions): Procedure or standard not followed: Has employee been counselled on this or a similar performance issue before? No Yes Date: Future Action Plan: What employee may do to avoid a similar performance issue: Potential results if action not followed: Employee Comments: I acknowledge receipt of this disciplinary action and that its contents have been discussed with me. I understand that my signature does not necessarily indicate agreement and that refusal to sign will not invalidate the disciplinary action. I understand that this form will be placed in my personnel file. I further have been informed that I may submit a written response to the information in this form, and that my written response will also be kept in my personnel file. Employee Signature Date Manager/Supervisor Signature Date Copies of this form and any attachments should be sent to the Employee and kept in the Department. The originals should be sent to Human Resource Services