CHCORG506E - Scenario: Zennie, Trish & Sara
Posted: Sun Jul 07, 2013 5:38 pm
Your Assignment Module Number and Heading: CHCORG506E Coordinate the Work Environment
Your Assignment Type: Standard Question
Currently Working in Childcare? No
Your knowledge: Beginner
Your Question?
Scenario:
Grievance or not?
Zennie (EC teacher and preschool Room Leader) informs her Director, Trish, that she is unhappy with Sara (Certificate III trainee). Zennie has documented a number of concerns about Sara: laziness, lack of initiative, tasks avoidance, failing to complete assigned workplace assessment tasks on time and a general lack of interest in her job.
Zennie has documented the various strategies she has put in place to address these issues, none of which have made any real difference to Sara’s performance or attitude. Zennie asks Trish to give Sara a formal warning to improve her performance or face termination of her traineeship.
Trish spends the following week quietly observing Sara and is able to confirm Zennie’s assessment of her performance. Trish arranges a meeting with Zennie and Sara to discuss their concerns and issues the formal warning. Trish and Zennie work through the documentation on Sara’s performance and give Sara the opportunity to respond. Sara complains that Zennie is too harsh and expects too much by way of performance. Throughout the meeting Sara is sullen and defensive. When Sara is given the formal warning she storms out of the room. Ten minutes later she leaves the workplace.
The next day Trish receives a telephone call from the union representative requesting a meeting with a view to implementing a grievance procedure process on behalf of Sara, who claims she is being victimised and treated unfairly.
a. Does Sara have a legitimate grievance?
b. What action should Trish take as a consequence of the telephone call?
-
c. Should Trish and the employer agree to meet with the union representative? Please give a detailed reason as to why/why not.
I do not believe the employer should meet with the union representative as they didn’t say they wanted to
At the meeting the union representative concedes that Trish acted appropriately and in accordance with the organisation’s written procedures. However, the representative asks for the formal warning to be withdrawn, arguing that Sara is young and should be given a chance to redeem herself. Trish, Zennie and the employer are unanimous – they will not withdraw the formal warning.
d. What rationale could Trish, Zennie and the employer give for not withdrawing the formal warning?
The following day Sara’s mother telephones Trish and asks for a meeting to discuss her concerns about Sara’s treatment. Trish explains that as Sara is 18 and adult she cannot discuss the situation with her mother.
e. Apart from the reason given to Sara’s mother what other reason would Trish have for declining a meeting with the parent?
What is your answer so far or What have you done so far as an attempt to solve this question?
a. Yes I believe Sara does have a legitimate grievance as firstly Zennie should have approached Sara as soon as he noticed any of them concerns and maybe discussed it with her first before she went to Trish.
b. She should not discuss it any further with Zennie as it should now become private and confidential matter.
- She needs to work out what she is going to say In this meeting the union representative has requested
- She needs to come up with points as to why Sara was given a formal warning and the circumstances
- Needs to work out her schedule and work out if she is accepting this meeting
c. not sure what she should do?
d. not to sure about formal warnings?
e. I cant think of any other reason? is it because her parents will be on her side?
Description and Message:
Not to sure about grievance policy and am un aware of this case study please help
Your Assignment Type: Standard Question
Currently Working in Childcare? No
Your knowledge: Beginner
Your Question?
Scenario:
Grievance or not?
Zennie (EC teacher and preschool Room Leader) informs her Director, Trish, that she is unhappy with Sara (Certificate III trainee). Zennie has documented a number of concerns about Sara: laziness, lack of initiative, tasks avoidance, failing to complete assigned workplace assessment tasks on time and a general lack of interest in her job.
Zennie has documented the various strategies she has put in place to address these issues, none of which have made any real difference to Sara’s performance or attitude. Zennie asks Trish to give Sara a formal warning to improve her performance or face termination of her traineeship.
Trish spends the following week quietly observing Sara and is able to confirm Zennie’s assessment of her performance. Trish arranges a meeting with Zennie and Sara to discuss their concerns and issues the formal warning. Trish and Zennie work through the documentation on Sara’s performance and give Sara the opportunity to respond. Sara complains that Zennie is too harsh and expects too much by way of performance. Throughout the meeting Sara is sullen and defensive. When Sara is given the formal warning she storms out of the room. Ten minutes later she leaves the workplace.
The next day Trish receives a telephone call from the union representative requesting a meeting with a view to implementing a grievance procedure process on behalf of Sara, who claims she is being victimised and treated unfairly.
a. Does Sara have a legitimate grievance?
b. What action should Trish take as a consequence of the telephone call?
-
c. Should Trish and the employer agree to meet with the union representative? Please give a detailed reason as to why/why not.
I do not believe the employer should meet with the union representative as they didn’t say they wanted to
At the meeting the union representative concedes that Trish acted appropriately and in accordance with the organisation’s written procedures. However, the representative asks for the formal warning to be withdrawn, arguing that Sara is young and should be given a chance to redeem herself. Trish, Zennie and the employer are unanimous – they will not withdraw the formal warning.
d. What rationale could Trish, Zennie and the employer give for not withdrawing the formal warning?
The following day Sara’s mother telephones Trish and asks for a meeting to discuss her concerns about Sara’s treatment. Trish explains that as Sara is 18 and adult she cannot discuss the situation with her mother.
e. Apart from the reason given to Sara’s mother what other reason would Trish have for declining a meeting with the parent?
What is your answer so far or What have you done so far as an attempt to solve this question?
a. Yes I believe Sara does have a legitimate grievance as firstly Zennie should have approached Sara as soon as he noticed any of them concerns and maybe discussed it with her first before she went to Trish.
b. She should not discuss it any further with Zennie as it should now become private and confidential matter.
- She needs to work out what she is going to say In this meeting the union representative has requested
- She needs to come up with points as to why Sara was given a formal warning and the circumstances
- Needs to work out her schedule and work out if she is accepting this meeting
c. not sure what she should do?
d. not to sure about formal warnings?
e. I cant think of any other reason? is it because her parents will be on her side?
Description and Message:
Not to sure about grievance policy and am un aware of this case study please help
,