Scenario 2: Joe Gomez worked as a plant operations specialist at Premier Hospital. While Joe's manager was working on the HVAC system that protects patients from harmful viruses and bacteria, he noticed that he was not using OSHA-approved filters.
Joe felt that it was important to report this to the compliance officer. The day following his report, Joe was fired by his manager. As the CEO of Premier Hospital, how would you handle the situation? How concerned should you be about the termination of Joe? What legal principles are involved? If Joe was a member of the local employee services union, does this make the termination different?
As a CEO of Premier Hospital , i like to use democratic style of leadership and will first see into the problem and then analyse it and find solutions for it neither firing him directly without looking into the matter . I won't terminate anyone directly as its their job and the only earning to live their life .
Yes ,there is legal implications for this case , no one can be directly terminated with out any cause . The employee.can go to court for this . Yes, if Joe was a member of the local employee services union, does this make the termination different because the unioin will support him and also ask for the cause .
Scenario 2: Joe Gomez worked as a plant operations specialist at Premier Hospital. While Joe's manager...