Sonia, a fellow employee and friend, repeatedly shows up late for work. You and others have covered for her in the past, but some people are beginning to resent her tardiness and several have made comments to her about about it. However, she has not responded to peer pressure to correct behavior.
You are a union rep, and now sonia has come to you and asked you to be her union representative during a meeting with management to address a problem. As she describes the situation, you recall the event. One day Sonia called in sick but was observed at a shopping mall having lunch with her sister. The two employees who were required to cover for Sonia that day had to extend their shifts for an additional four hours, and as a result ended up working for twelve consecutive hours. When employees work this long they are tired and more likely to make a mistake, which could have serious repercussion. People could get injured or cause an accident that hurts someone else.
The manager does not know about the restaurant lunch, but you do. Your duty as a union rep is to represent Sonia; however, you are concerned that if you do so she may repeat her behavior, which would result in unsafe working condition and possibly an accident. If you tell on Sonia, you will loose a friend, and employees might lose faith that their union will represent them. However, her behavior is disrupting the morale at work and making things difficult for everyone.
Q.1 What are ethical issues involved?
Q.2 What are the relevant facts?
Q.3 Is there any missing information you should seek?
Q.4 What is your initial response?
Q.5 What is your method of resolution?
I have done so far
A.1 Sonia repeatedly shows late at work. Union rep and other have cover for her in past.
A.2 Relevant facts: Sonia called in sick but found at shopping mall, having lunch...
A.3 Information I should see is needs explanation from sonia regarding being seen at work but she had reported sick.
I need halp with 4 and 5. What should I write. Plz help
1. The ethical issue for you is whether you can defend someone you think is wrong.
I had a similar situation as a union rep. A teacher with too many absences because of alcoholism. He also wasn't very efficient in his planning.
The only way you can defend her is by sticking with the facts and trying to find ways that the management may be violating Sonia's rights. Is it possible that she had seen a doctor and was having a quick lunch before returning home? Get her story, and then follow your conscience and your obligation to all of your union members.
so you mean I should defend her, why I can't go against her because if she won't change her behavior, management can't hire new person or other employees has to cover her shifts.
Thx for replying.
Just because the union represents her, doesn't mean she'll win. If you accept the position as her union rep, you need to do your best to be fair to her and your conscience and your fellow union members.
You could refuse to represent her.
In A.4 Where I have to give my response I can say the person who they saw in might be someone like her or She might have went to Doc. and thought of having lunch out side.
Is that sound right??
The most important is to listen to Sonia's side of the story. Then make your decision.
I can't. This is all I have. I have to decide. It's my homework.
The point of this assignment is to think about this dilemma, and then tell what you think you would do. There are no wrong and right answers. I'm sure your teacher is looking for your thought processes. Good luck!
Thank you!!!
You're welcome.
A.4 Your initial response in this situation would likely involve carefully considering the ethical issues involved and weighing the potential consequences of your actions. It is important to remember your duty as a union representative, which is to represent the interests of the union members, including Sonia. At the same time, you are also responsible for ensuring a safe working environment for all employees.
A.5 Your method of resolution should involve finding a balance between representing Sonia's interests and addressing the concerns of the other employees regarding her behavior. Here are a few steps you can consider taking:
1. Gather more information: Speak to Sonia to understand her perspective and get an explanation for her actions. It is important to give her an opportunity to present her side of the story.
2. Assess the impact: Determine the extent to which Sonia's behavior is disrupting morale and creating difficulties in the workplace. Take into account the potential safety hazards that may result from her actions.
3. Communicate with management: As a union representative, you have a responsibility to communicate with management regarding employee concerns. Schedule a meeting with the relevant managers to discuss the issue and present the facts you have gathered.
4. Discuss options: During the meeting with management, explore potential solutions that address both Sonia's behavior and the concerns of the other employees. This could involve discussing ways to improve Sonia's punctuality or suggesting alternative arrangements to prevent overworking employees when she is tardy.
5. Offer support: As Sonia's union representative, provide guidance and support in helping her understand the impact of her actions and finding strategies to improve her punctuality. Encourage her to take responsibility for her behavior and make necessary changes.
6. Address the wider concerns: In the meeting with management, highlight the impact of Sonia's behavior on employee morale and suggest ways to address the underlying issues that have led to resentment within the team. This could involve improving communication, addressing any underlying issues affecting morale, or implementing a fair system for covering absences.
Remember, the goal of the resolution process should be to foster a safe and productive work environment while ensuring that the union members' interests are represented. It may require a delicate balance between supporting Sonia and addressing the concerns of the other employees.