Who's Telling the Truth? Term Paper

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Truth

Who's Telling the Truth?

Who's Telling the Truth?

The principle weakness in the company's case is its failure to keep written records about their employee Grimes. Lenz said he had disciplinary talks with Grimes "five or ten times ... " but had not written down anything, and Lee, the supervisor, could not recall the date he requested Grimes be moved. He claimed Grimes had excess breakage but had no records to support that Grimes' breakage was more than other employees'.

Common fairness would say Grimes had the right to an impartial witness when management had their witnesses present. We don't know what their contract stated regarding the employee's right to a witness, but it would have been a benefit to management if, as they claim, they talked to Grimes on repeated occasions about his incompetence.

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If Grimes had had a witness there repeatedly, this would have been on the side of management's claim that they talked to him many times before firing him.

Just cause as a contractual basis for the right-to-discipline or discharge a worker requires employers to adequately warn an employee first. This would include written notice and a suspension without pay before firing him.

4. I believe witnesses….....

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