Reference no: EM133522090
Scenario 1
Aboriginal Youth Outreach Position Discrimination Complaint
As manager of Community Outreach Services, you oversee the youth outreach program. CCHC has just received funding for a new Aboriginal Outreach Worker (Job Description is below). You need to fill this position quickly and decide to promote from within. You receive two internal candidates.
Canadate 1: Miigwan.
Miigwan is a Part-Time worker who has been with the organization for 6 months. She currently works in the Community Outreach Program with adults. She has a 3-year child and youth worker degree and is of Aboriginal origin. She has a driver's license and car and has previously worked in a harm reduction clinic. Miigwan has a good performance record but has been noted to be late on occasion. Her current supervisor stated she performs well when directly supervised.
D'Shawn is a Temporary worker who has been with the organization 14 months. D'Shawn has been covering a maternity contract that was scheduled to last 12 months, however this was extended by the original worker for 3 more months. D'Shawn is set to be released from employment in 30 days. D'Shawn is currently working as an inpatient staff with the acute care unit. He does not have experience with harm reduction in the community. D'Shawan is also from Jamaica and is not Aboriginal. D'Shawn's supervisor states he has done a terrific job and there are no supervisory concerns. Although graduating with an English language degree, D;Shawn has years of experience in the mental health field and taken some courses in mental health care. He does not have a First Aid certificate but says he is willing to get one.
After careful review you decide to select Miigwan for the role, despite knowing that D'Shawn will soon be out of work.
D'Shawn learns of the decision and comes to your office. He says that you hired Miigwan over him because she is Aboriginal, and he is black. He says that this is discrimination and that he will file a grievance with the union if you do not reverse the decision and "make him whole". He also says he will take the organization to a Human Rights Tribunal if the decision is not reversed.
Scenario 2:
How do you respond to D'Shawn? Do you reverse the decision? Why or why not?
Determine a management response to the complaint, based on the collective agreement. Each Case Study presents a complaint from a union member with regards to the collective agreement. This complaint has not been filed as a grievance yet, your job as a manager is to respond to the complaint using the rules and expectations of the collective agreement.
Outline the key points of your scenario.
Identify the techniques and approach that your group took to come to agreement and decisions.
How were disagreements or differences in opinions handled? How did you come to decisions?
List your groups final decisions in your scenario, ensuring you reference specific points within the Collective Agreement.
After you heard the teacher debrief - did this change any of you groups decisions and if yes, why? What points did you not consider that would now influence your decisions?