Sleeping On The Job Incident Analysis

The first two “sleeping on the job” incidents
While reading the case, my first reaction was an employee’s dismissal since there is plenty of evidence to support the decision. In this case, the employee got cut by his supervisor on two prior termination occasions. There was a written safety observation ward that stated that the grievant was observed sleeping for an extending period. I believe the company didn’t make the right disciplinary procedures after the first accident. A company’s employees perform work in the areas where there is high foot traffic, and plenty other vehicles are moving. Sleeping on the job while your dump truck and other pieces of equipment loaded the truck is already a dangerous act which requires concentration and monitoring.
In fact, I believe a company needs to have enough evidence to support its decision. The management and the HR representative should assess the situation. Sometimes employees who got fired can cause more problems, so the case should be appropriately handled with thorough documentation and plenty of evidence. There are always excuses for bad behavior and not following safety rules can be blamed for a company’s lack of proper training, or personal likes and dislikes. There should be a particular procedure that would support the worker’ termination. The company should assess the risk and outcome. There must be special assistance programs that employees must conduct and safety training. In this case, the company’s control and perhaps cooperation with the union representatives is a good strategy. As an employer, you want to be fair and respectful. Creating strategies for supporting evidence is the right approach. The company must reply to OSHA safety standards, and it has own safety standards; however, the collective bargaining agreement influences the actions of disciplinary and dismissal. Sometimes, the agreement might include special remedies like arbitration prior dismissal or termination. The contract protects employees from wrongdoing or dormitory actions. However, in this case, the company did nothing wrong. I believe there was enough evidence for termination. Even though there is the union’s
Every company has a set of rules and regulations, and there are also state and government laws that support work safety. Although the collective agreement might include a certain level of job protection, there also should be disciplinary actions and processes for dismissal. The contract represents fairness. How fair the union practice is if it protects someone who neglected the job responsibility and safety? In this case, the lack of proper documentation and collaboration with union representatives allowed the employee to file a complaint and seeking union support. If the situation was handled appropriately after the first incident, and company together with the union offered disciplinary actions, there could be no second accident. Even more, the driver’s actions could lead to much more significant damages, like damages of company equipment or death of other people. To have a work-related conflict is never fun. Nowadays companies want to protect their reputations and create particular policies with details to ensure safety and accuracy. Managers also have responsibilities. Their jobs included not just simple talk and verbal warnings. They need to follow procedure and document every accident as supportive evidence. It’s a union duty to make sure its members treated fairly. However, the unions should respect safety and support company policies and the laws. There should be no automatic support; the union also should take