Reference no: EM133177527

Read the following case and answer the questions that follow.

Disclaimer: You have limited information regarding this case but assume that both employees in the case (Julie and Susan) had no idea that their jobs were in jeopardy. If you need to make additional assumptions to consider the case, simply state what those assumptions are.

Julie has made some mistakes and has been subject to one or two disciplinary actions in the past. She was called into HR (they were writing her up again for the same reason). When Julie realized what was going on, she decided that she was done working for this company (in Ohio) so she quit. As she was packing up her belongings back at her desk, a co-worker (Susan) saw what was happening and made a comment about the situation, remarking that the training provided by the company was insufficient and wondered how Julie could be expected to perform well under those circumstances.

Susan is recognized by her co-workers as one of the top performers in her position. At the end of the day, she was called in to HR and was terminated for making "disparaging remarks" about the employer. An HR employee had overheard the remarks Susan had made to Julie and reported the alleged conversation to the HR Director.

As Susan was leaving the employer's parking lot, she sent the following text message to another co-worker: I just got fired. Get out while you can.

Morale has been plummeting over the last several months at this firm. Supervisors are kept so busy in meetings that they are rarely available for their departmental direct reports. Employees who knew of Susan's termination were in shock due to her high productivity and (in their opinion) her value to their department and the company. Since they also had conversation regarding Julie's situation, they are now afraid for their own jobs.

Questions:

1. Procedural justice - discuss how a company can ensure fairness of the procedures used to make decisions and, for this scenario, what are some of the issues that concern you about the "procedure" that was used?

2. Documentation - Describe the documentation that HR should have to defend the organization if either Julie or Susan file a lawsuit?