Task:

ChooseONEof the scenarios below and describe in detail how you would handle the situation. Outline a plan of what you would say. Put yourself in the employee's shoes and think about the possible outcomes of how you think they might react (positive/negative). If negative, how would you adjust your approach or word choice to address the issue?

1. You are a supervisor in a warehousing operation. You recently instituted a "No Smoking" policy in the facility. All employees were notified of the policy change. It was not well-received. As you walk down aisle B in the warehouse, you see a cloud of smoke and then see Chris running to aisle A. You need to talk to Chris.

2. You are the sales department manager at an upscale store. Your boss has talked to you about the appearance of some of your sales clerksparticularly Alex. Alex is sporting on his forearm a new, large tattoo of a devil eating a rat. You agree with your boss that some customers might find it offensive and that it should somehow be covered up. You need to talk to Alex.

3. Sidney has recently been missing work. She tends to call in at the last minute, and there seems to be a pattern developing of Mondays and Fridays. Sidney has been in rehabilitation in the past for alcohol abuse. You need to talk to Sidney.

Below are tips (provided from the Discipline Document) that you can still use as a resource for these types of scenarios:

1. Depending on offense, give the employee a chance (verbal warning)

2. Don't wait - address the issue as soon as you witness or are aware of the issue to avoid escalation.

3. Be descriptive, provide examples, list witnesses, dates, and times - think of this as a legal document

4. Issue in private or have a witness (if available) to avoid a he said, she said type situation or claims of sexual harassment.

5. Do not pile up offenses

6. Follow-up - check up on employee's progress.