Jeanette Discrimination Case

When examining allegations that have been presented in regards to the firing of an employee, all policies and procedures should be followed. Just because Mr. White says that Jeanette has missed her sales goals for the past six months, you cannot assume he is right or wrong. All data must be gathered in order to accurately determine what the problem is and how to fix it. One must thoroughly investigate the sales performance of Jeanette, talk to Mr. White to discuss if all disciplinary policies were followed properly, and hear Jeanette’s side of the story before making a final decision. Also, this situation presents more of a challenge because Jeanette has already threatened to sue The Daily Register if they decide to terminate her employment. Therefore, this makes this case challenging, but one must ensure that all disciplinary policies have been properly executed in order to determine the next step to make in regards to Jeanette’s employment at The Daily Register. Mr. White is adamant that Jeanette should be fired due to her poor performance over the past six months. However, the disciplinary policy for The Daily Register must be followed properly in order to ensure all procedures and policies have been followed accurately. If all procedures and policies have been followed, then it

First, a verbal warning must be given to the employee, signed by the employee, and filed in the supervisor’s records. Exhibit 12.3.3 provides a record of disciplinary action from Mr. White’s files that states a verbal warning was given to Jeanette. However, the exhibit does not indicate that the employee signed and dated the verbal warning. Without a signature on the verbal warning, the record of disciplinary action is invalid and the proper disciplinary action has not been