This case deals with the unstable work environment at the RRC Operations office in particular between Monique Ricard and Brian Coffey. Brian's work habits are poor and are becoming a detriment to office workflow. Now Monique must decide what to do with the employee whether to discharge, request a transfer or request a continuation of his probationary period. The problems that Monique is facing with Brian include tardy assignments and lack of discipline in terms of punctuality around the office. He is continually handing in assignments either right at deadlines or exceeding them. In addition he has had unexplained prolonged absences in recent time. The causes from these problems could be stemming from a number of sources, for one the structure of this department makes it very difficult for full time employees to get discharged without substantial evidence against them and this also involves a lot of unnecessary man hours. Another cause could be that the structure of the office is currently not finished, many positions are vacant which leaves Brian to handle an expanded work load. A last cause could be lack of fit between people as Brian has had a past history of these poor work habits and never seemed to adjust them. The goals seem to be to set more structured deadlines for assignments, ensure that personnel files are kept more closely up to date and get the staff rate to at least eighty percent of full. For the action alternatives one potential is to start enforcing a stricter probationary period, the current one seems far too laid back and instead the departments must constantly make personnel updates after every transfer of an employee so their work habits are properly detailed. Another would be to start looking to fill the Operations Centre positions more aggressively as right now almost fifty percent of the theorized staff is still vacant which creates higher workloads for the remaining workers. The last plan of action would be to discharge Brian Coffey by taking the proper steps outlined in the Administrative Actions: Section 33. My personal recommendation would be to discharge Brian as it seems he meets the grounds for dismissal based on the evidence surrounding him. Monique must acquire all this evidence documenting the incompetence but also the efforts she took to assist him in correcting his ways. With this evidence Monique should go to Head Office and request from them a discharge of Mr. Coffey. If this plan of action ends up not unfolding as planned, the next steps would be to keep looking to fill out the staff requirements of the Operations Office. Once fully staffed, if Brian's work attitude still has remained the same it would seem appropriate to request a demotion of him from Head Office as he seems to be unfit to properly carry out the regular tasks in his current job.
This case deals with the RRC a department of the government where Monique Ricard and Brian Coffey work. In a government office positions are much more stable and due to this grounds for dismissal must be very clear. Brian's past actions in other sections of the same building have been poor and Monique his new supervisor is noticing the lack of quality now as well. Brian has made a couple attempts at other jobs/schools but none yet proven effective. Monique must decide whether to discharge him, transfer him to another section or request an extension of his probationary period as it was set to expire soon.
Brian was charged with the planning and development of charts and statistical formats analyzing and incorporating information received in status reports. His first assignment he completes at a later time than deemed necessary which directly forces Monique to waste her time to keep reminding him. All assignments after this one done either just on time or also submitted late which was not agreed upon, never done as soon as could be. Brian was away without notice of leave for Monday...
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