Case study

Ms M is a bar worker at the Blondeye Hotel and has been employed there for 8 years.

Several months ago management was concerned about the safety of workers and patrons of the hotel in the event of a robbery or hold-up and installed video surveillance cameras. This was done with full consultation and disclosure and in accordance with the Video Surveillance Act NSW.

On several occasions Ms M was recorded on videotape, chatting with customers for long periods. At times, patrons waited for lengthy periods for their drinks whilst Ms M chatted away. On one occasion, Ms M was videotaped moving a bag of coins that contained $50.00 from a ledge next to the till. This bag of money was never seen again.

Geoff Allwright, the Managing Director of the hotel was concerned about "the slack attitude of Ms M" that he witnessed on the videotape and thought that the disappearance of the bag of money was the final straw.

Based on the video evidence Geoff wanted to dismiss Ms M for gross, serious and wilful misconduct and because of her "slack attitude to customers." However, after a lengthy discussion with his bar manager who thought that Geoff was responding too hastily, Geoff decided to call you for your expert advice. You are a HR consultant.

Task 1

1500 report to Geoff giving advice. Use facts from the above case study. In your report you should:

• Provide advice that explains how Geoff should proceed so that fairness to all parties is ensured.