Case 10 1 Willful Violation Or A Problem That Can Be Correct ✓ Solved

Case 10 1 Willful Violation Or A Problem That Can Be Corrected

Sandy Clark has worked for Healthy Meals Company for 10 years in a facility that cooks and packages prepared, frozen meals. Sandy is part of a crew that provides cleaning and sanitation services for the equipment used to prepare the meals. She has always sustained an excellent work record with no complaints about her work performance. She was recently assigned to the night shift to clean and sanitize the equipment used to mix and dispense sauce for the meals.

The equipment consists primarily of a large vat and a rotating paddle with wooden blades driven by an electrical motor to continuously stir the sauce. After the meal preparation crew finishes production for the day shift, Sandy’s work begins cleaning and sanitizing the equipment for production the next day. Sandy was trained to clean and sanitize the equipment by observing an experienced member of the sanitizing crew who had been performing the work for the past three years. During her training, she was instructed to use a high-pressure water hose, bleach, and sanitizing cleaner on the paddle blades and the lower part of the vat, then use a sponge pad to scrub the top part of the vat. Her trainer explained that the best way to get the wooden paddles thoroughly clean was to spray them while the machine was running, then turn off the equipment and lock it out before she used the sponge pad to clean the inside of the vat.

After two days of training, she demonstrated to the person who trained her that she could satisfactorily perform all the duties of cleaning the equipment. During her second week of working alone cleaning the vat and the wooden paddles of sauce residue, she was spraying the paddles using the high-pressure water hose while the machine was running with the paddles turning in the vat. While holding the sponge pad in one hand and holding the hose nozzle in the other hand, she finished spraying the moving paddles and accidently dropped the pad from her hand into the vat. She reached to grab the sponge pad as a reflex action and the fingertips of her rubber gloves were caught between the wall of the vat and the paddle.

The paddle pulled her right hand further into the hopper up to her knuckles. Immediately, a nearby coworker turned off the equipment and freed Sandy’s hand. Fortunately, she suffered only minor injuries to her hand. She later stated that she reacted to reach for the pad and catch it to avoid damage to the equipment. After an investigation was conducted by a safety inspector, the company’s management stated that Sandy did not follow the proper procedure for cleaning the equipment by first unplugging the power cord for the motor then locking out the electrical source to assure that no one started the motor. This procedure was to be followed before any cleaning of the equipment was started. Sandy, during her rebuttal, claims that discharge is too severe when you consider her work performance for ten years of service to the company and she was never told by any management official that her job performance was unacceptable. According to two other employees who previously held this job, training for these duties was typically done with instruction and observation by someone who had earlier carried out the tasks. Sandy points out that she has followed the procedure for cleaning and sanitizing that she was taught by another employee during her training and no one has ever instructed her otherwise. She adds that she has learned by her mistake and that she would not make that mistake again. She believes that progressive discipline should be used in this particular case. Sandy was subsequently fired for “willfully violating the company’s proper safety procedures.”

Paper For Above Instructions

The case of Sandy Clark versus Healthy Meals Company raises critical questions about the nature of disciplinary actions and employee training practices within organizations. At the core of this issue is whether Sandy's actions constituted a willful violation of safety procedures or if they represent a problem that could have been rectified through appropriate training and oversight.

To begin with, it is essential to consider Sandy's extensive tenure at Healthy Meals Company, where she enjoyed a spotless reputation prior to the incident. Her positive performance record for over a decade suggests that she was a dedicated employee, motivated to follow procedures and complete her duties effectively. However, the incident in question reveals a critical gap in training and communication regarding safety protocols. Although Sandy was trained by an experienced staff member, it appeared that the instructions were incomplete, particularly regarding the importance of locking out the equipment before cleaning it. Thus, the question arises: did the company fail to provide adequate training?

Sandy's argument is supported by testimonies from two other employees, indicating that her training process was consistent with company practices. These statements suggest a systemic issue in training methodologies, highlighting a need for stronger safety protocol education, especially given the potential risks associated with the machinery involved. The fact that Sandy's trainer may not have communicated the critical lockout procedures properly exacerbates the issue at hand. This negligence could potentially mitigate the perception of Sandy's actions as "willful" and instead highlight a culture of poor safety practices that the company must address.

The company's response to the incident raises further complications. Terminating an employee with a long-standing service record for a single lapse in judgment, particularly when that lapse stemmed from training deficiencies, is an extreme response. It raises questions about the fairness and appropriateness of the disciplinary actions taken by the management. The principles of progressive discipline suggest that employees should be given the opportunity to learn from their mistakes and improve rather than face immediate dismissal (Sweeney, 2018). In this case, a more suitable action may have been to implement additional training and oversight, coupled with a documented warning prior to terminating Sandy’s employment.

Beyond the immediate implications for Sandy, this case exemplifies broader themes concerning workplace safety and accountability. Employers must create environments where employees feel safe to ask questions or report uncertainties regarding procedures without fearing retribution. In Sandy's case, her actions appear to have stemmed from an instinctual attempt to safeguard company property, which further underscores her commitment to her job rather than a disregard for safety protocols. This incident could have served as an opportunity for employees to engage in a dialogue about safety practices rather than leading to punitive measures. In this way, companies must foster a culture that prioritizes not only compliance but also communication and understanding of safety policies (Hoffman, 2019).

The investigation conducted by the safety inspector highlighted the company's perceived need to take strict actions against transgressions rather than addressing the root of the problem—insufficient training. The reliance on punitive measures can deter employees from reporting safety issues due to fear of repercussions, ultimately undermining overall workplace safety (Smith & Jones, 2020). Moreover, when immediate disciplinary actions become the norm, organizations risk losing valuable employees who may possess years of experience and a commitment to their roles. This situation emphasizes the necessity for a shift towards a more rehabilitative approach to workplace incidents (Lee, 2020).

In conclusion, while Sandy's actions led to a work-related injury, deeming her actions as a "willful violation" of safety procedures ignores critical factors such as inadequate training and communication. The company's management's decision to terminate her raises ethical questions regarding employee treatment and organizational accountability. Moving forward, Healthy Meals Company should consider revisiting their training protocols and disciplinary measures to create a safer, more supportive environment for their employees. Implementing thorough training, ensuring consistent communication of safety policies, and fostering an open dialogue will not only help prevent future incidents but also cultivate a culture where employees feel valued and empowered to uphold safety standards.

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