Support Employee and Industrial Relations Procedures

Introduction to Video Transcript

The agenda of today's meeting is to resolve the performance issue of workplace policy and potential breach (Prasad & Radhika, 2018). The grievances between two of you are impacting the overall performance of the project and we cannot tolerate such kind of misconduct which decreases productivity and creates an atmosphere of conflict in the organization as it is violating access and equity policy (Einarsen, Skogstad, Rørvik, Lande & Nielsen, 2018). This meeting is conducted to resolve the issues experienced quickly so that the impact is reduced. Every member of the organization has the responsibility to create a harmonious workplace and a culture of trust for one another (Mishra, Chaudhary, Sharma & Mehendale, 2018). You both will get an equal opportunity to address the issues so that we can conclude.

Subsections and Natural Transitions of The Meeting

HRBP- Ashley we have received a complaint against you for not completing your daily working hours from the HR department. Can you please explain what is the reason behind you not fulling daily working hours?

Ashley- I have had to leave suddenly form the organization a couple of times because my parents’ health is not good and I had to take my parents to the doctor for a regular checkup. This is why sometimes I had to go early from the office.

HRBP- Do you inform anyone prior so that work does not get affected?

Ashley- I am usually in so hurry that I do not get time to inform the other staff members that I’ll be leaving early today.

HRBP- Do you know it is because of you Alex is suffering as he has to complete even your working hours which isn’t correct?

Ashley- I wasn’t aware of it. One day Alex came to me and was asking about why I am leaving early. Since he is my colleague I do not feel like I am supposed to answer him and thus I said please mind your own business.

HRBP- Is this the correct way to answer your co-worker?

Ashley- I do not think that I am supposed to give any justification to my colleague.

HRBP- Alex is working extra hours to cover up your working hours. He has the right to know and ask the reason for it. You cannot communicate with any of the members be it your colleague or junior like that. It is a misconduct and I am strictly warning you that if you do not behave properly I would have to take strict actions against you.

Ashley- I apologize for my behaviour. I will make sure to talk to everyone nicely. I haven't been to my behaviour because of the stress of my family. I ensure you that I will not repeat any such mistake and will create a peaceful working environment for everyone around.

HRBP- It’s not your alone mistake. Alex is also at fault. He stated that you leave early from office because you have booked a tradesman at home to book and install Foxtel and this is why you leave early. Alex without knowing the exact reason it’s wrong to blame anyone. It is not a good practice,

 HRBP- Both of you have violated the rules and you both need to understand that it should not be repeated. It's a strict warning for both of you (Dhingra, 2016).

Ashley- I am sorry Alex for misbehaving with you. I should have not done this at all.

Alex- It’s okay dear but in any case or problem please do not be arrogant to someone else who is not at any fault and is trying to help you out by covering your working hours. Even I apologize to you for forming my own judgements about you.

HRBP- Alex, in case of similar circumstance instead of directly approaching the person you must inform the higher authority members to look into the matter and instead of putting blames without enquiring properly you do not have the right to comment on anyone. Otherwise, a small conversation turns out into a conflict like this.

Alex- I will remember and will inform the authority member directly.

HRBP- Okay, so I presume that everything is fine with both of you now.

Ashley – Yes, of course, without doubts.

Alex – Yeah, everything is fine now but I have a concern that please arrange someone else to complete the working hours because I will not be able to do it anymore. As, because of this I am not able to maintain my work-life balance.

HRBP- Okay, I am looking into it. Alex, I think now you should get back to work.

Alex- Thank you.

Alex leaving the meeting room.

HRBP- It has been noticed that you leave as soon as Nadia leaves the office. It's an everyday routine that is hampering the work. It needs to be stopped because other people will start raising questions that even they have work at home and thus they need to leave early. It will affect the policies of the organization.

Ashley- I am so sorry for the misconduct of not informing you about the reasons. I assure you that it’s a matter of one month. After that, I will complete the working hours daily. If required I am ready to do the extra work but please permit me to leave early for at least this month.

HRBP- We cannot let you do because we do not have anyone else who would complete your working hours. 

Ashley- I assure you that there will be no problem from my side I will complete the entire work before leaving for the day. It is just a matter of one month. I need your cooperation.

HRBP- I will need to talk about it with higher authorities and will let you know about their decision.

Ashley- That would be helpful. Thank you.

HRBP- I hope you will keep up with your words.

Ashley- yes, I will, be rest assured, thank you so much for your extended support.

Closure for Video Transcript

Such kind of situations can be handled properly as in this case the company leaders gave the equal right and treated both members with respect (Raines, 2019). They listened to the conversation properly and concluded after listening to the points of both the sides.

References for Video Transcript

Dhingra, S. (2016). Relationship between workplace stress, marital adjustment and conflict management in dual working couples. International Journal in Management & Social Science, 4(9), 55-75.

Einarsen, S., Skogstad, A., Rørvik, E., Lande, Å. B., & Nielsen, M. B. (2018). Climate for conflict management, exposure to workplace bullying and work engagement: a moderated mediation analysis. The International Journal of Human Resource Management, 29(3), 549-570.

Mishra, A., Chaudhary, A., Sharma, H., & Mehendale, S. (2018). Impact of conflict management at workplace: a methodological and thematic review. Asian Journal of Management, 9(1), 853-858.

Prasad, D. V. P., & Radhika, B. (2018). Impact of “workplace conflict management strategies” on organizational performance (with reference to private sector banks). International Journal of Pure and Applied Mathematics, 118(15), 71-76.

Raines, S. S. (2019). Conflict management for managers: Resolving workplace, client, and policy disputes. United States: Rowman & Littlefield.

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