HRM0202 Labour Relations

Letter of discipline

To: Ms. Janet Shey

From: ABC Labour relations officer

Date: April 14, 2021

Subject: Letter of Discipline

Dear Ms. Janet,

You have received various hearing related to discipline within a gap of two-year span regarding to breach of Respectful Workplace Policy and another one related to insubordination. Moreover, this letter is being written to you to inform about your behavior, which is not up to the expectation level of our organization. Precisely, this case is about your troublesome behavior, especially with the Ms. Stone a here particularly are mentioned some written warning which is needed to bring to your notice. However the main concern of the organization while writing you these warning was because of the fact that, your behavior could encourage the other people who are working in the company to do the same. And to avoid such circumstances from occurring in the future it is very much importantly needed to offer you a written warning which is mentioned below (Game, et al., 2018).

However, since you have been also provided with several warning in the company, especially the disciplinary warnings and still there have no noticeable change in your personality or behavior thus it is very much needed for you to finally consider these warning as the last warning or the consequences have to be much more problematic to you. Moreover, even after the several warnings, we are still receiving several complaints against your problematic behavior with the coworkers or your colleagues (Kenning, & Linzmajer, 2011). However, if the conditions were acceptable and not repeating as they have been there might not be such results, just because of repeated and ignoring behavior things are getting more worsened. We also receive various disturbing reports regarding the conflicts you create with the employees and just because of this the employees refuse to deal with you or somehow coordinate with you and the main reason behind this is, either they are afraid of you or are very much irritated by your presence. According to the responses which we got after conducting the sessions with you colleagues, we came to results that your behavior among the other coworkers and your leadership isn’t energetic. Now, after considering all the issues, we as an organization are giving you a last warning to improve the leadership quality you show and eventually rectify the behavior you showcase to the other coworkers. Also we have received various complaints regarding the intolerance of the workers and finally we have examined the entire scene and eventually the introspection was done in which the confession of your colleagues was witnessed regarding your lack of eye contact, your body language and the behavior you show to them. Thus, these all incidents showcase as significant evidence against the behavior you show as in the past also several incidents have been reported (Blackett & Koné‐silué, 2019).

Now after considering all such cases, we have considered the entire law policies provided by the Canada Labour code (CLC) which shows the laws which are needed as well as should be considered at the top priority, especially when the matter of fact is related to the labour (Locke, 2012). Moreover, the labour code of Canada, which was passed by the government of the Canada in their parliament, has all the laws of labour relations comprised within it, in the entire country. Thus, the workers and the employees of the company should abide by the labour relations’ code, similarly as delivered by the Canada labour Code (CLC). However, these laws are particularly divided into three further parts which suitably describes and covers all of the cases which come under any discipline violating scenarios:

1. Industrial operations and the relationships related to it.
2. Safety and health issues in the public (Vancea, 2018).
3. Labour standards including sexual harassment in the office or the termination of post (Ruslim, 2014).

After considering the laws offered by the Canada labour code, here is a plan or newly prepared policy for the office’s workers and employees, so that further no such an issue can be seen in our workplace. After going through this policy, kindly revert to inform, either it is considerable and suitable or not.

Working Policy

• Cooperative: Workers must be cooperative with the company‘s seniors as well as the colleagues along with who they work on a daily basis.
• Participation of employees in problem solving: There must be a significant and efficient participation of the employees in the problem solving and the decision-making programmes instead of being just a quiet dummy in the conferences and meetings of the office.
• Healthy communication: As it is very evident from the various instances considered from all around the globe that the communication is the key to everything, thus it should be considered by every employee to always communicate and more precisely put out their point of views, especially in front of the seniors so that they can consider the opinions and support accordingly.
• Positive body language: Lastly, the body language of each and every member should be carrying a positive body language, so that the decorum of the company can be maintained.

Now, this is must for you to follow all of the above mentioned rules or to be précised working policy of the organization so that no such issues can be seen in the further time, because if any further case is witnessed related to your misconduct then the further consequences can comprise of your suspension from the organization (Liu, 2011). Moreover, if your behavior remains same as of now even after the time of suspension then a termination letter will be provided to you for your disturbing performance and behavior in the company.

Moreover, the reason behind selecting this level of disciplinary is because of the behavior you have shown in the workplace to Ms. Stone and just only this but there have been a significant number of cases or complaint against you regarding your mis-behavior including lack of communication, lack of eye contact, rude behavior with coworkers and lastly because of your negative body language. We hope that you will consider this letter on top priority and will acknowledge the provided policy and warning to maintain the perfect decorum of the company.

With Regards,

Labour relations officer.

Email to HR Officer

To: Chief HR Officer

From: ABC Labour relations officer

Date: April 14,2021

Subject – Discipline Policy for the employees

Dear Sir,

This email is particularly being written to inform you about the case occurred in the workplace and the solution which is prepared as problem solving for it and further it is been decided to implement the same by asking you to inform about the same to the entire staff accordingly. Janet Shey, working as dietary aide in our place has somehow misconstrued with Ms. Stone and violated the policy of the company related to shift change, break time and working hours. However, further she said and tried to claim all what she did was in concern for Ms. Stone and her working hours (Liu, 2011). Although when asked from Ms. Stone, she said that she agreed with her suggestion just to maintain the norms of the company and also not to upset her. Otherwise,  Ms. Shey got upset, as per the earlier behaviour in the company and the experience she had in the company can harm her in either way and thus she avoided the argument and accepted whatever she said. Which when was confirmed with Ms. Shey with confrontation in front of Ms. Stone, she added that the entre thing was done because of the concern for her and because of the years of experience she had in the office. Although because of the history of Ms. Shey in the company which clearly justifies that she do not treat all workers equally, displays a negative body language, avoid the eye contact with people and lastly she is not communicative with the coworkers and thus needs to improve the same with giving importance to the colleagues or coworkers. Moreover, here is the newly prepared policy for maintaining the discipline in the working place, kindly go through the below attached policy and forward to all of the employees, by especially asking them to take permission for any decision from now onwards (Locke, 2012).

Strategy to resolve the conflict

• Cooperative behavior: Workers must be cooperative with the company‘s seniors as well as the colleagues along with who they work on a daily basis.
• Handle the work effectively: Ms. Shey has to review her organisational roles and obligations. She has been unable to effectively handle the work required to meet the organization's ultimate objectives.
• Arrange counselling: The Company should hold a counselling session to help Ms. Shey enhance her success in the future.
• Strong relations with coworkers: Ms. Shey must receive proper input so that she can reflect through her shortcomings and strengthen her relationships between employees and staff.
• Mandatory participation: There must be a significant and efficient participation of the employees in the problem solving and the decision making programmes instead of being just a quiet dummy in the conferences and meetings of the office (Game, et al., 2018).

Thanking you and remaining here for further discussion.

Regards,

Ms. ABC.

References

Blackett, A., & Koné‐silué, A. (2019). Innovative approaches to regulating decent work for domestic workers in Côte d'Ivoire: Labour administration and the judiciary under a general labour code. International Labour Review, 158(1), 37-61.

https://www.ahajournals.org/doi/full/10.1161/JAHA.119.015634

Game, E. T., Tallis, H., Olander, L., Alexander, S. M., Busch, J., Cartwright, N., ... & Sutherland, W. J. (2018). Cross-discipline evidence principles for sustainability policy. Nature sustainability, 1(9), 452-454.

https://www.nature.com/articles/s41893-018-0141-x

Kenning, P., & Linzmajer, M. (2011). Consumer neuroscience: an overview of an emerging discipline with implications for consumer policy. Journal für Verbraucherschutz und Lebensmittelsicherheit, 6(1), 111-125.

https://link.springer.com/article/10.1007/s00003-010-0652-5

Liu, Y. (2011). Power perceptions and negotiations in a cross-national email writing activity. Journal of Second Language Writing, 20(4), 257-270.

https://www.sciencedirect.com/science/article/pii/S1060374311000397

Locke, J. (2012). A Letter Concerning Toleration: Latin and English Texts Revised and Edited with Variants and an Introduction. Springer Science & Business Media.

Ruslim, R. (2014). Unjust Dismissal Under the Canada Labour Code: New Law, Old Statute. WJ Legal Stud., 5, i.

https://heinonline.org/hol-cgi-bin/get_pdf.cgi?handle=hein.journals/wesjalals5&section=9

Vancea, C. (2018). The temporary foreign worker program in Canada: labour market solution or open door for abuse? Journal of advance in Social Science and Humanities, 4(5), 1-9.

https://www.academia.edu/download/56627837/canada_pdf.pdf

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