HR: Hi, how can I help you today?
Company Attorney: Hi, I wanted to speak with you about a concern that has been raised by an employee. Can you give me the name of the person, their role, and their years of service in the company?
HR: Sure, the employee's name is John Smith and he has been in the role of Sales Manager for 5 years.
Company Attorney: Can you tell me what John received on his last performance evaluation and the one before that?
HR: John received a "Meets Expectations" rating on his last evaluation and a "Exceeds Expectations" rating the year before.
Company Attorney: Can you tell me the race, age, and nationality of John?
HR: John is a Black male, aged 35, and is American.
Company Attorney: Who is John's claim against?
HR: John's claim is against his supervisor, Sarah Johnson.
Company Attorney: Can you tell me what Sarah received on her last performance evaluation and the one before that?
HR: Sarah received a "Exceeds Expectations" rating on her last evaluation and a "Meets Expectations" rating the year before.
Company Attorney: Have there been any written communications between John and Sarah that could be interpreted as discriminatory?
HR: We have not found any written communications that could be interpreted as discriminatory.
Company Attorney: Have you had any private conversations with John that could have possibly been recorded?
HR: No, we have not had any private conversations with John that could have been recorded.
Company Attorney: Can you provide me with the number of days John has taken off from work in the last 2 months?
HR: John has taken 3 days off in the last 2 months.
Company Attorney: Has John made any reports about seeing a therapist?
HR: John has reported that he has PTSD and has been approved for Family Medical Leave Act (FMLA)
Company Attorney: Has John been a top performer on his team?
HR: John has consistently been a top performer on his team.
Company Attorney: Have they been laid off on any assignments?
HR: No, he has not been laid off on any assignments.
Company Attorney: Can you provide me with a list of every time John turned in an assignment late?
HR: John has not turned in any assignments late.
Company Attorney: How is John performing in comparison to his coworkers?
HR: John is performing at the same level as his coworkers.
Company Attorney: Have you considered putting John on a performance improvement plan?
HR: We have not considered putting John on a performance improvement plan, as his performance has been consistently meeting expectations.
Company Attorney: Do you think John would be a good fit for a performance improvement plan?
HR: Based on John's performance, it does not seem necessary to put him on a performance improvement plan. However, we need to consider his condition and approve his request for FMLA
Company Attorney: I don't want us to be accused of any kind of retaliation, but is there a case we could make that would make John eligible for a performance improvement plan?
HR: We have not found any evidence to suggest that John would be eligible for a performance improvement plan. However, we need to consider his condition and approve his request for FMLA
Company Attorney: Can you tell me if John has taken any excessive leave?
HR: John has not taken any excessive leave, as per his condition, he has been approved for Family Medical Leave Act (FMLA)
Company Attorney: Okay, thank you for providing me with the necessary information. I will take into consideration John's condition and his approval for FMLA while conducting my investigation. Is there any additional information that you think would be important for me to know?
HR: No, that's all the information we have on John at this time. But we will keep you updated if we come across any new information.
Company Attorney: Thank you, I appreciate it. I will make sure to keep the investigation fair and impartial, and take all necessary steps to protect the company as well as John's rights and well-being.
HR: Absolutely, thank you for taking the time to handle this matter. If you have any further questions, please let me know.
Company Attorney: I will definitely reach out if I need any additional information. Thank you for your time and cooperation.
HR: Of course, happy to help. Let us know if you need any assistance during the investigation.
Company Attorney: Hi HR, I just wanted to follow up with you regarding the investigation I conducted into John's concerns. I have just received new information that suggests you had private conversations with John that could have been recorded.
HR: Oh, I apologize for not disclosing that information earlier. I had forgotten about those conversations.
Company Attorney: It's important that all information is disclosed during an investigation, as it can greatly affect the outcome.
HR: I understand, and I apologize for any inconvenience this may have caused.
Company Attorney: I also received information that John filed a complaint with the Equal Employment Opportunity Commission (EEOC) regarding discrimination.
HR: Yes, I am aware of that.
Company Attorney: This is a serious matter, and it's important that we take appropriate action to address John's concerns and cooperate fully with the EEOC. We have to be transparent and honest in all our actions, and we must avoid any actions that could be perceived as retaliation.
HR: I understand, and I will make sure that all information is disclosed and that we cooperate fully with the EEOC.
Company Attorney: Good, I appreciate your cooperation. We will work together to ensure that the company is protected and that John's rights are respected.
HR: Absolutely, I will do my best to assist in any way possible.
Comments
Post a Comment