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Due Process

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MGT 565 | Just Cause Assignment | Stephanie Bourdo |

1/29/2013 |

Section 1 – Due Process A. Arguments to support Maria was provided due process: * Maria was part of a group that was given a formal verbal warning and reminder of the policy regarding no company property other than protective gear or clothing could be in employee’s lockers. * The verbal warning/reminder ended with a statement indicating that anyone caught violating the rule would be subject to discipline, including the possibility of discharge. * There is a formal policy that is listed in the employee handbook which Maria received upon starting that states “willfully removing or unauthorized possession of property or documents of the Company will constitute just cause for disciplinary action, up to and including discharge.” * Management did not just take Cecelia’s word for the fact that Maria had company property in her locker, they actually checking and confirmed. * Maria was given an opportunity to explain herself regarding the company property in her locker. * Maria was not immediately released; she was suspended without pay while the company did a further investigation. * After the investigation resulted in understanding that company property in lockers was a common occurrence, Maria was given another chance to explain/defend her situation.

B. Arguments to support that Maria was NOT provided due process: * Maria may argue that although she was given an opportunity to explain why she had company property in her locker, she was nervous and caught off guard which caused her to lie due to the stressful situation. * Maria may be able to justify her lie by showing the manager was overly harsh and/or oppressive during the intervention. * Maria could argue that she was unfairly picked out and tattled on. * Because she was unfairly picked out and tattled on she could also argue that she feels she was discriminated against.

C. My opinion: * I believe the Maria was provided due process based on the arguments made in section 1 part A.

Section 2 – Adequate Evidence A. Arguments to support that there is evidence: * Maria’s locker was searched by management upon which they found a bottle of juice concentrate and plastic cups which are company property * Maria admitted that she knew those items were in her locker and she knows they are company property. * Maria admits that she was planning to use the items for personal use. * It is clear from the employee handbook and from the previous verbal warning that no company property other than protective gear and clothing is allowed in lockers or can be taken for personal use.

B. Arguments to support that there is NOT enough evidence * There really is not an argument to support that there is not adequate evidence. However, Maria can explain the reasons behind why she kept the items in her locker even though she knew it was a violation of company policy. * Maria can argue that she did not have ill intentions and was only trying to save time and avoid hassle. * Maria can make a case regarding the fact that she has added responsibility on her shift to keep the juice dispensers full and stocked with cups and is not compensated additionally or differently than other employees who do her same job without this responsibility (if that is the case). * Maria can argue that if she had a key to the storage room like Juan does that she would not need to keep these items in her locker.

C. My opinion: * I believe there is enough evidence, as noted in section 2 part B, to support that Maria knowingly violated the policy. * However, I believe Maria when she later admitted she lied about using the items for personal use and her intentions were only to save time and avoid the hassle of putting the items back in the locked storage room.
Section 3: Appropriate Penalty: A. My opinion: * I believe an appropriate penalty would be to end Maria’s suspension, pay her for the lost hours/days, but put her on a final written warning that indicates if she is found with company property in her locker for any reason she can (and most likely will) be fired immediately. * Since the only items in the storage room are protective gear and clothing which employees are required to wear, and the cups and juice concentrate which Maria requires access to affectively do her job, it should not be a problem to give her a key to the room. Therefore, I would give Maria a key to the room with the understanding that she is responsible for not losing the key, not letting any other employees other than a manager use the key and she must ensure the room is locked when she leaves. I would install a self locking door system to avoid the issue of Juan or a manager leaving the room unlocked and Maria potentially getting blamed. * I would conduct a locker audit with each employee present. I would remove all company property from their lockers and have a discussion with them regarding the policy. I would also tell them that going forward there will be random locker audits and if they result in finding company property in the lockers those employees can and may be fired immediately. * I would explain to employees that if they find this policy is somehow reducing their efficiency or causing them hardship that they should discuss the situation immediately with their manager. Potential workarounds or exceptions could be made.

B. Arguments to support that this is an appropriate punishment: * Since the investigation resulted in finding that many employees violate this rule for a variety of reasons it does not seem fair to only punish and fire Maria for violating the policy. * The alternative in order to keep consistent and fair would then be to punish all employees with work suspension, putting them on a final warning or firing them. * Firing them all does not seem like a cost efficient decision because the cost of hiring and training a large amount of employees would mostly be more than the actual amounts of theft. Also, you may end up with the same situation with the new group of employees. The real change needs to be enforcing the policy on a regular basis going forward and potentially adding bag/coat checks on the way out the door (which many retail stores require and enforce). * Maria did not actually get caught removing the items from the premises, so she did not actually steal the items which could call for a harsher punishment like unpaid suspension or termination. * Maria should get a strict discussion indicating that this is the last warning and any future violation will result in termination.

C. Arguments to support that there should be a harsher punishment: * Maria was caught with company property in her locker and knowingly violated the policy with the understanding that it could result in termination. * Maria lied and therefore could be punished potentially by being terminated. * The employer has the right to terminate for just cause as stated in their employee handbook and it was established that Maria was given due process and there was adequate evidence.

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