Your organization was recently sued by an employee for discriminatory practices

Question

Your organization was recently sued by an employee for discriminatory practices the employee is part of a protected class you are not fully aware of the details of the lawsuit aside from the fact that your company settled out of court with the plaintiff, who has recently been internally transferred to your work unit. In your opinion, the employee is not a good employee. He routinely fails to meet production quotas, he is late to almost every meeting and misses some entirely on occasion, and he is not a team player, which has taken its toll on the morale within your work unit. In speaking with the employees former manager, you learned that the former manager was told to not discipline the employee for any thing out of fear of another lawsuit for" retribution." The employee has even been overheard by some of the co-workers stating that he was "Untouchable "and could do whatever he wants because the company doesn't need it name in the paper again.

* what do you believe is the underlying problem in the scenario?

* how would you propose to address this problem? Do you foresee any challenges in implementing your plan given the information shared by the employees former supervisor?

* assuming you're remediation plan was implemented, what would be your thoughts on follow up to ensure their employees Behavior has changed?

* what type of considerations must you keep in mind if you believe discipline up to and including termination would be warranted?

Explanation / Answer

The underlying problem in the thought or the ego of the employee, he is has thought that nobody can harm me bcause of my protected class. He place this rule over to work and id not serious about the work. Another problem is manager being told not to discipline him, if all aare to treat equally then he should also be trated the same as the other employees. Since these things were not foloowed, he was not disciplied and which resulted directly in termination.

I would give short term goals, would divide employees into groups and would have short term goals. I would also have individual matrix,and tell that performance would be measures. There would be also various trainings which emphasize the importance of work over to any caste or religion. And last I wold call up that employee and discuss how the work is going to change his life and not other factors, how he can win people by work and not by showinng power

I woud discuss or observe that employee regularly and would check if there is any impact of counselling, is he toiling for the performance matrix etc?

Discipline should be given with positive reinforcements, if the person behaves in desirable manner ow wy then positive reeinforcement should be given, so that this encourages the behaviour. Discipline should be given in freindly manner, and not something in harsh or autocratic way. Hence if by all the measures if the discipline is not followed then the emplyees may have the right to termination.

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