Much to your surprise, the 15-year accountant you put together an Individual Development Plan for has been terminated for poor job performance. The accountant is devastated and approaches you about the termination being unfair. They believe the Director of Accounting was offended when the accountant approached the HR department for help. When the accountant returned to the office he was met with an aggressive manager that demanded he come in the office and share everything that was discussed with HR. The Director of Accounting informed the accountant that he could no longer be trusted and will have to earn his way back on the team. For the next several weeks his work increased by 3x’s while others in the department appeared to be rewarded with less work, lunches and days off. The accountant could not keep up with the work and made 2 mistakes on tax filings. The mistakes were the justification of the Director to terminate the worker. Outline the legal term of this description along with your action steps to follow. The worker has not sought legal counsel nor have they filed an EEOC charge. They have come to the HR department for help.
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