Grading Rubric for Cases
Your grade is a combination of the following elements:
- Appropriate length of answer. One paragraph per question answered. Individual question minimum of 3 well-structured sentences in 12 point font.
- Identification of correct human resource or management topic.
- Full quality answers which include research to determine how to apply standards, regulations, or laws covering human resources. These cases require you to research current federal employment law, regulations, and issues in order to answer them correctly. Review “Website resources” tab. Also you can google topics, laws, cases, etc.
- Correct notation of sources listed at the bottom of each answered case. You should list the textbook and any websites or other resources you used; cite direct quotes from sources in parenthesis and put (author’s last name, page #).
Case #95 – “Caught in the Act: Immoral Behavior at Work”, p. 272 – Believe it or not, you will investigate at least one of the incidents in your human resource career. It requires a lot of confidentiality and an appropriate response to protect those involved, along with the rest of the employees at the workplace location. You will need to reviewthis information and answer questions 1 & 2. Tell me how you made this decision and why it is legally sound.
Your answer should be at least 2-3 pages with references listed at the end of the document on page 4 and in MLA 7th edition format
****** QUESTIONS SHOULD BE LISTED AND NUMBERED WITH ANSWERS PROVIDED BELOW *****
Instructors Manual – Use Only as Guide – Plagiarism Software will be used!!!
- INCIDENT: CAUGHT IN THE ACT: IMMORAL BEHAVIOR AT WORK
- To give students practice in determining the severity of disciplinary punishments.
- To make students aware that firms can discipline employees even if they have no written work rules which specifically cover a given behavior as long as employees know from common sense that their behavior is unacceptable and has an adverse affect on the firm.
- To teach students the steps in the typical progressive penalty system–oral warning, written warning, suspension, and termination.
This incident focuses on the issue of what disciplinary action, if any, should be taken toward two lead supervisors who were caught with some of their clothes off (and, perhaps, having sex on the job) and toward a night supervisor who failed to report the incident. The incident addresses the question of whether employees can be disciplined in the absence of a specific work rule.
An interesting way to begin discussion is to argue that NO disciplinary action should be taken! After all, no harm was done to anyone, and they just had some of their clothes off. Alternately, one could begin by arguing that both lead supervisors should be terminated for obscene behavior or behavior unbecoming of a supervisor.
III. ANSWERS TO INCIDENT QUESTIONS:
- What action should HITEC Corporation take, if any, with regard to Jim Arnold and MaryBridge? Justify your answer.
Jim and Mary have engaged in behavior that most firms would consider unprofessional. In addition, they had both left their work sites to engage in this behavior. Furthermore, everyone in the plant knows of the incident, thereby putting pressure of management to take action. The debate in this case centers on the severity of their behavior. To what extent does their behavior have an adverse effect on the firm?
Although the firm does not have a specific policy regarding sexual relationships, it is common sense in the workplace that this is not acceptable. Thus, the firm can take disciplinary action if it wants.
In this case the Plant Manager and the Director of Human Resources decided that the two Lead Supervisors involved in the incident should be terminated due to the seriousness of the offense and the disruption to the workplace. In addition, the firm wanted to send a message to all employees that this behavior was not acceptable. In addition to being at work with their pants off, the two employees were supposed to be working at their work stations instead of being in the Quality Control Lab, so they had violated the firm’s policy of leaving their work cite without permission (unauthorized absenteeism).
- What action should the firm take, if any, with respect to Mike Morrison? Why?
In this case, Mike failed to carry out one of his important job duties-reporting all discipline related incidents to the Human Resource Director or the Plant Manager. This oversight placed the Plant Manager and the Human Resource Director in the awkward position of being the only individuals who had not heard about what happened. Their reputation may have been adversely affected as a result. So, how serious an offense is this? That’s another question that can be debated in class. Should Mike be discharged also? Should he be given an oral warning, written warning, or suspension?
In the actual case, the Plant Manager and HRM Director decided that Mike should receive half pay for the next two weeks for not reporting the incident or taking disciplinary action. The firm felt that this action was preferable to a suspension since they needed Mike to keep working and they did not want employees to lose respect for Mike. Nonetheless, Mike lost significant income, and his penalty became part of his HR record.