Question

David manages a team of 10 customer service consultants for a large metropolitan centre. Six team members work full time over two shifts, and the remaining four work between .25 to .5 full time equivalent (FTE). Because of these different time fractions, it is important that everyone arrives on time for their shift to make sure there is adequate service coverage across the working day.

For the past six months, one full-time staff member, Sarah, has been late on a regular basis, missing the start of the early shift at least once a week. Sarah has taken five days uncertificated sick leave, and on two of those occasions did not call to call in to explain her absence. Sarah’s work performance has also deteriorated – she is taking longer breaks, is often away from her workstation and nobody knows where she is.She has also become withdrawn with her colleagues. One of the team members has complained to David about Sarah’s ‘slackness’.

David has verbal exchangeswith Sarah on a number of occasions and, despite Sarah’s assurances that she will ‘lift her game’, nothing has changed. This week David met with his own manager, who wanted to know why there was a drop in customer satisfaction ratings. After explaining his situation, David was advised to seek the help of the Human Resources department in resolving the matter.

David is feeling very frustrated about the situation and believes he has done everything reasonable to address Sarah’s under performance. He asks HR if they can terminate Sarah’s employment.

a) What do you think HR will say about David’s suggestion to terminate employment?

b) How does Fair Work Australia define unfair dismissal?

c) What would HR advise David to do regarding Sarah’s underperformance?

d) If Sarah’s performance doesn’t improve, explain what David needs to do next?

Answer 1

Ans a: According will give the following suggestion to David:

• He should decidedly express supposition.
• He should be a genuine coach
• He should induct a performance improvement plan(PIP)
• He should convoy transcribed counseling.

Ans b:

Fair Work Australia illustrates an 'unfair dismissal' as wherever someone is released

• the dismissal was harsh, unjust or unreasonable, and
• the dismissal was not a case of genuine redundancy, and
• the dismissal was not consistent with the Small Business Fair Dismissal Code, wherever the worker was hired by a scanty profession.

To that persistence, a 'small business' is outlined as an enterprise that operates less than 15 workers.

Ans c: HR advises David to do regarding Sarah’s underperformance that David should take the following steps:

• He should try to maximize commitment.
• He should divide aims under actions.
• He should endeavor to respond delicately.
• He should make the utilization of data.
• He should remunerate growth.
• He should encourage workers with peculiar concerns.
• He should promote workers to work from home.

Ans d: If Sarah’s performance doesn’t improve, then David needs to do the following steps:

• Don't delay too sustained to cultivate fulfillment anxieties including an assistant.
• Have tough conversations.
• Chase -regular.
• Report specific action.
• Grow your accomplishment.
• Master the review administration communication.