1. If you were the human resources director at the casino, what should you have done prior to firing Steward to be sure you had all of your bases covered?

If I were the human resources director at the casino, in order to ensure that the firing was justified and within the guidelines I would do a little research on the laws and the employee. First, as the director I must be very familiar with the employment and termination laws. For example, there have been many occasions where an employee’s conduct or performance has been in question. Problem is many employers lack the wisdom to carry out any disciplinary measures. In addition, knowledge of when or how to enforce the laws and practices will be key when a judgment must be made on an employee. Being a director at the casino comes with the responsibility of knowing your employees. Getting to know your employees will give you a better feel for any tendencies they might display. Then I would pull the persons personal work file. The file will present to you any positive or negative evaluations that have been documented on the worker. In addition it will also paint a picture of the employee, “Is this a model employee with good marks? Or are you looking at a habitual offender with a pattern of misconduct?” This will prove to be vital information in determining if the employee had any bad intensions or whether it was a lapse in judgment. Termination of a model employee without having the cold hard facts can have a negative effect on the productivity and morale of the other workers. In almost all cases it is not what you allege happened, but what you can prove.

2. Does the surveillance camera present any ethical or legal problems? Why or Why not?
In my opinion I don’t believe surveillance cameras should present any ethical or legal problems. Many employees feel that their actions in and out of the workplace should be