Employment Dismissal Advisory Report

Access Contracting has faced ongoing problems with an employee’s performance, which includes showing up late due to their childcare situation, as well as mediocre performance. The following advisory report outlines three possible options available to the company to go about dismissing this individual. This report will outweigh the benefits and contradictions associated with the three options and possible outcomes after they have been implemented. At the end of this report, a recommendation will be made to implement the best course of action for the company while meeting legal requirements, and company policy, procedures and protocols. This report advises management of three available options for Access Contracting to divest of the employee, which include: dismissal due to just cause, pay the employee a severance package based on the time employed with the company, as well as constructive dismissal. These options will be followed by the best available courses of actions to implement.

The Human Resources of Access Contracting has outlined to front-line managers, proper ways of handling employee issues and disciplinary responses. As stated in Human Resource Management, 2011:

The HR professional should consult with supervisors and managers to identify inappropriate behaviors and establish the rules and consequences for violating the rules. The rules should cover disciplinary problems. For each infraction, the HR professional would identify a series of responses. In addition, the organization must communicate these rules and consequences in writing to every employee. Ways of publishing rules include present them in an employee handbook, posting them on the company’s intranet, and displaying them on a bulletin board. Supervisors should be familiar with the rules, so that they can discuss them with employees and apply them consistently.

According to Access Contracting human resource policy an employee contract had been formed between the company and the...