Job Interview+Ethical Dilemma=Response

[Felix The Assassin]

Well now, sitting around looking to the internet for fantastic job openings without annual contract renewals. Found a few, they included either bad benefits, and good salary, or hidden salary, moderate benefits, and terrible hours. Or for the most part any combination of the previous!

Went to phase two with one, just to see!
Mr. Drew we would like to place you into situational exercises to see how you handle work place issues. Sure, fine by me. (What could be more difficult than a 32 man platoon, with 60% still teenagers?)

Situation background: You have an employee who is a single dad, two kids, is a strong worker, and has great social skills. His name is Mark, he has been with the company 3 years, and has taken some additional company training in order to better himself. He is favored by both workers and management alike, and can handle limited supervisory tasks, and is a team player. He is your goto man for powered machinery.

Situation company policy: It is the utmost of priority that we maintain a vigilant worker safety policy. Any safety violation will be documented. The first violation will be recorded as such, the employee will be advised, and a performance evaluation will be conducted. The second safety violation will be recorded and reviewed by management immediately. If the offence is the same in nature the employee will be removed from the work place and placed on saftey violation release from work immediately.

Situation: You are complete with your employee file review, meeting of your supervisors, and are conducting inter action interviews with employees. While in the powered machinery section you spot Mark at his station, what is unique is Mark has his safety goggles attached, but not in position to protect his eyes. You recall from your file review Mark has a safety violation. Prior to conducting your introduction you call your HR assistant to pull Marks file, and review his safety violation. During your employee meeting, a young female employee brings to your attention that Mark has his goggles up. While making a slow deliberate move to Marks station, your assistant calls back with the violation history. Just 45 days ago Mark was in direct violation of the company safety ploicy. Mark was retrained in the company safety policy, and provided a new set of eye safety goggles.

Mr. Drew, how will you handle this situation?
I'll post my reply later, it's way to long to add it here!

IW's, how would you handle this situation?

[Luvian]

Report him, good way to get brown nose points from the start and show your integrity.

[Bozos of Bones]

Termination, but with severance pay to please the empathical masses.

[robertthebard]

I'd say from the given scenario that I'm his supervisor, not the HR guy. Write the report of the violation, based on company policy. Let the higher ups make their own decision.

[Felix The Assassin]

Your analysis is 180* off Robert. Switch it and rethink your action.

[ 05-27-2006, 07:10 PM: Message edited by: Felix The Assassin ]

[shamrock_uk]

We're in a position to hire and fire him though, yes?

Going on the assumption I was, I would turn a blind eye this once and remind him off the record. He'll have good warning if he does it again, you'll pick up kudos from the workers and due to his previous re-training the company wouldn't be liable if he had an accident.

He's the kind of hard and competent worker that I would want to keep in my business.


Of course, the interviewer wants to hear "by the book" no doubt, so I would probably give Luvian's answer in the interview.

[Bungleau]

Good way to find out what kind of company you're dealing with.

My thoughts...

Two things are at play here. The need to get the job done and the safety policy. Are they fighting each other?

Call Mark to the office. Tell him what you saw and ask for his explanation of what was going on. Determine if there's something that needs to be addressed in the process that would allow him to follow the safety policy and still get his job done.

One thing worthy of noting or discussing with Mark: as a single dad, his two kids rely on him every day, and will continue to do so for a while to come. How would his ability to take care of his kids be affected if he lost his sight?

Bottom line: get to the reason for the issue and resolve it, whether it's the job that needs doing, the safety policy, or Mark.

Record the interaction as required. Whether he gets the involuntary time off is beside the point; it does not say by the book that he will be fired.

[toot033]

I would have an investiagtory meeting with the steward present ( if it is a union shop) and document the issue. Remind him that he has violated company policy by not wearing his safety equipment and discipline may occur. It would be a shame if "Mark" would loose is sight or job for not wearing his perscribed equipment ( especially seeing that he is the sole provider for his family).

[Melchior]

Ask him why he was negligent in wearing the eye goggles. Explain to him the ramifications of failing to wear the goggles - both safetywise, and being fired, and give him one chance.

If he does it again, follow procedure. I would think his kids would prefer a Dad healthy, who can see them, over one who is blinded because he refused to wear safety goggles.

[Chewbacca]

I would ask Mark why he wasn't wearing his goggles and determine mitigating circumstances.

After listening to an explaination. I would explain to Mark that he is in violation of policy for a second time within 2 months and ask him if he knows the consequences of that.

I would then relieve Mark from duty and give him a unpaid 3-5 day suspension.

I would weigh Marks contribution to the team vs the risk of future infractions and then decide if his release from work should stay temporary or become permanent.

Some form of serious consequences are in order- for sure. A suspension sends a clear messages, but also leave the door open for Mark's long term contribution to the team.