Case Vignette Analysis with a Proposed Strategy and Script for Employee Conversation
Introduction
After the establishment of a clear corrective plan, one of the employees, Lorraine, is still failing to meet her expected goals. The agency, therefore, supports my decision to terminate her services due to the available evidence. The conversation would entail an exit interview. Based on Doyle and Roberts (2), exit interviews are useful in detail for the cessation both for the employee and the employer. Additionally, exit interviews permit the employee and the employer the chance of effectively ending their standing relation without absconding any loose bonds. Correspondingly, the memo details the formal process and motive behind Lorraine’s termination.
The script of the Conversation
The meeting occurred in the board room for one hour, from 9 to 10 morning hours. The total number of people in attendance were five. Three from the agency, a delegate from the HR department, agency secretary, and I, Mr. Allantois. Additionally, and the other two include Lorraine and her union representative Mr. Amos.
Mr. Allantois: Good morning, and welcome to today’s meeting. I hope this meeting will serve importance to both Mrs. Lorraine and Mr. Amos, who is the representative.
Mrs. Lorraine: Good morning. I call this a fortunate chance also to speak my mind.
Mr. Allantois: I have been in the past 90 days tracking employees’ performances, especially after the initiation of the corrective plan. Mrs. Lorraine’s records thus attracted my attention and I have proofs to second my ideas and decisions am making this day. Our PR agency, Double O serves to promote welfares of other organizations. As stated in the company’s records our work is to create beleaguered press lists, perform outreach, and coordinate trade exhibitions and produce persuasive pitches. Also, every specific department has its own duties. Based on the records, outreach performance is our least presenting department and one of the employees is Mrs. Lorraine. Double O considers to use written contracts with all its employees. Mrs. Lorraine’s contract is renewable after every six months. Based on my investigation, Mrs. Lorraine has willing fully created negative relations with media personalities. This act therefore limits the progression of the Outreach department. Majority of our work is digitally based. Therefore, I have in the past weeks retrieved daily chats of Mrs. Lorraine with the media personalities. And it is sad to state that she tends to have negative communication skills, and this tends to limit effective relationship.
In light with Parsons (2), the most crucial capability for a PR agent is to build a successful professional networks, which is absent in Mrs. Loraine. What is more, Mrs. Lorraine is also not obeying the fresh regulations stated in the new corrective action. Corrective plan denotes the procedure of collaborating with an employee to enhance their behaviour and performance using various means for instance coaching. Therefore, all the employees are required to adhere to the instructions to boost their performances. Likewise, as you all know, the agency conducted seminars to every of its employees to enhance their PR skills, and there was a signed document for each employee, including Mrs. Lorraine to improve on her communication skills, which seems to be downsizing with time. The agreement contained in the contract ascertained that if an employee failed to meet the expectations, then termination would apply. Therefore, I announce the termination of Mrs. Lorraine, in regard to the signed contract of poor performance.
Mr. Amos: Sir, this is an unfair move. Your process have minimum required proof to terminate an employee. Furthermore, she is being humiliated because of she is a person of color, so unfair.
Mrs. Lorraine: The above claims are fault and not coherent.
Mr. Amos: We are therefore organizing to take legal action for Double O, due to race discrimination.
Mr. Allantois: I am aware of Title VII of Civil Rights Act plus Americans with Disabilities Act which prohibit termination of an employee due to physical characteristics, spiritual and racial backgrounds (Percy 3). Which all o not apply on this instance.
Official Termination Memo
TO: Double O PR Agency Employees
FROM: Mr. Allantois
DATE: 23rd March 2020
SUBJECT: TERMINATION OF MRS. LORRAINE DUE 31ST MAY 2020
Employee Termination
According to Bagenstos (225), almost every type of an organization relies on employment law. Employment law therefore works to govern employer-employee relation plus detailing rights of workers. Correspondingly, the policies have the main duty to govern employees’ rights in the workplace. For the benefit of employees, the policies specifically acts to prevent cases of discrimination, enhance employee health and safety and detail the most effective means of termination. My decision also obeys the correct means of termination for example, as detailed by Civil Rights Act and Americans with Disabilities Act.
Mrs. Lorraine Case
Mrs. Lorraine has been a member of Double O organization for a period of two years and three months. According to the company’s database, outreach department is the least performing. However, the management of Double O conducted a three months seminar for all the employees. Based on this seminar, employees engaged with various training activities aimed at improving their performances, thus boosting the overall progress of Double O. Also, all employees engaged with various stakeholders from other successful partners on how to enhance their PR skills. Correspondingly, the main motive for the seminar was to help employees struggling with communication and building relationship skills to progress.
Relying on research conducted by the management to identify the outcomes of the seminar, there was 95 percent improvement for all the employees, except in the Outreach department. This attracted my attention to investigate on the department. Consequently, my investigation relied on chats and comments of customers in the Outreach department. Mrs. Lorraine chats specifically were negative for the past 90 days even after the seminar. This made her establish negative relationship with the media personnel, thus negatively affecting the overall performance of the department. Besides, other investigation relied on direct interview with fellow employees concerning employee relations skills of Mrs. Lorraine. The results were negative, Mrs. Lorraine also has negative relations with her fellow employees.
Discussion
Therefore, for the overall benefits of Double O and its shareholders, I wish to announce my decision to terminate the services of Mrs. Lorraine effective 31st May 2020. The termination decision is in line with Civil Rights Act. Similarly, Double O has no employee who serves at At-Will. All employees serving at Double O has a written contract renewed after every six months. Employees may be terminated due to their behavioural instances, for instance lack of effective performance. Specifically, management detailed agreements with all the employees after the seminar. One of the agreement was to indicate positive performance, or else face termination. This consensus was also signed by the employees, thus making the termination legally binding.
Thank You
The Manager
Mr. Allantois.
Conclusion
Works Cited
Bagenstos, Samuel R. “Employment Law and Social Equality.” Mich. L. Rev. 112 (2013): 225.
Doyle, Jennifer, and Graham Roberts. Exit Interviews: Determining why Health Staff Leave. Human Resources for Health Knowledge Hub, 2012.
Parsons, Patricia J. Ethics in public relations: A guide to best practice. Kogan Page Publishers, 2016.
Percy, Stephen L. Disability, civil rights, and public policy: The politics of implementation. University of Alabama Press, 2018.