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    It Depends: Employee Relations Case Studies for Human Resources Students and Professionals
    It Depends: Employee Relations Case Studies for Human Resources Students and Professionals
    It Depends: Employee Relations Case Studies for Human Resources Students and Professionals
    Ebook114 pages53 minutes

    It Depends: Employee Relations Case Studies for Human Resources Students and Professionals

    By Angela Champ

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    About this ebook

    Anyone who thinks that Human Resources is boring or transactional clearly is not paying attention. The classic answer to just about every Human Resources issue is "it depends," and this collection of case studies demonstrates how different circumstances, different contexts, or different cultures and laws can affect the outcome of any scenario. Intended for Human Resources students or any professional looking to increase their employee relations skills, the case studies in this collection will challenge preconceptions and encourage discussion to learn how to get to the best outcome possible.

    LanguageEnglish
    PublisherAngela Champ
    Release dateSep 8, 2017
    ISBN9781773700724
    It Depends: Employee Relations Case Studies for Human Resources Students and Professionals
    Author

    Angela Champ

    Passionate about lifelong learning and inspiring others to achieve their best potential, Angela writes, blogs and speaks on a variety of leadership, professional development and personal growth topics.Recently named as one of Canada’s top 20 HR leaders on the HRD Global 100 and on The Most Inclusive HR Influencer list, Angela is a popular and a frequent conference and keynote speaker.Drawing on her years as a Human Resources executive, “It Depends: Employee Relations Case Studies for Human Resources Professionals and Students” is Angela’s first book. Recently published in French, the book of case studies challenges HR professionals, students, and line managers on how to approach seemingly simple scenarios.Her newest book, “The Squiggly Line Career: How Changing Professions Can Advance a Career in Unexpected Ways,” will challenge how you think about job searching and recruitment.

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      Book preview

      It Depends - Angela Champ

      Introduction

      The classic answer to just about every Human Resources issue is it depends, and this collection of case studies demonstrates exactly why.

      There is no one correct answer to the case studies in this book; however, there is usually one that is more correct than others. Employee relations are complex and nuanced, and the specific circumstances of a situation can change the outcome even when they appear identical to another situation; this illustrates why we must take a contextual approach when dealing with employee relations, including:

      The misconduct or incident in question;

      The length of the employment relationship;

      The nature of the employee’s position and duties, and whether there is an extra burden, accountability or fiduciary duty on that employee;

      Any prior discipline;

      The employee’s explanation for the misconduct or incident.

      This book is intended for Human Resources students or any professional looking to increase their employee relations skills. The case studies in this collection are a composite of situations that you could realistically face in many non-unionized organizations. (For the purposes of this book, unionized case studies are not included as the outcome is often less it depends and more What does the collective agreement say? While legislation and common law do apply in unionized environments, the process for discipline, up to and including termination, is often spelled out in collective agreements.) While representative of real cases, any resemblance to organizations or persons, living or dead, is purely coincidental.

      Use these case studies for discussion and to learn how to get to the best outcome possible. When reviewing these scenarios, research applicable legislation in your jurisdiction and in other provinces, states or countries, to see how the law changes across territories. For example, at the time of publishing this book, twenty-nine states in the United States of America have laws that legalize medical marijuana use while eight states have laws that legalize marijuana for recreational use; Canada is poised to enact similar legislation in 2018, and some other countries, such as Italy, have decriminalized the possession of small amounts of marijuana. This can greatly affect the outcome of the discussion and decisions in Case Study 9 – The Drug Dilemma, depending on which country or which state or province you are in.

      As well, when reviewing these cases, look up case law to learn how precedence is applied and how common law (or Civil Code in Quebec) changes over time. The discussion questions are deliberately vague so that they can be applied to any jurisdiction, whether in Canada, the United States, or elsewhere in the world.

      The minor changes in the various scenarios within each case study are meant to illustrate how small details can affect the outcome of any situation, which is why the classic answer to just about every Human Resources issue is, it depends.

      Case Study 1

      The Tardy Employee

      Scenario 1

      Ben is a twenty-four-year-old employee at The Prince Group, a large engineering firm that specializes in civil engineering projects, such as roads, bridges and infrastructure. Ben has been with the company for eight months; prior to this, he worked as a retail sales clerk for a men’s store, but joined The Prince Group because he wanted to have better career opportunities. He works in a team of six from 8:00 a.m. to 4:00 p.m. as an Accounts Receivable Representative, and his work includes calling customers regarding outstanding invoices, processing payments, and issuing invoices. While he is not a star at work, he is considered a steady employee who makes few errors.

      Ben has an easygoing and pleasant personality. In general, his coworkers like him, and he occasionally goes out for drinks after work with a group of guys from his office. He also just joined the company hockey team. However, Ben has come to work late four times in the past two weeks and his coworkers are starting to notice. Aside from this, there have been no performance or absenteeism issues.

      When his manager, Jeff, spoke with Ben about his lateness, Ben replied, Well, I guess I’m just not a morning person. Jeff mentioned this to you, his Human Resources representative, in passing during a conversation you were having about other staffing issues on the team.

      Discussion Questions

      How would you approach this situation?

      What advice would you give to Jeff?

      What questions would you ask Jeff or Ben?

      What are the contextual circumstances that have to be considered in this scenario that might have an effect on the outcome?

      Would you recommend disciplinary action for Ben? Why or why not? If yes, what sort

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