Workplace Law and Ethics

Sample Solution

Harvet v. Unity Medical Center: Employee Handbook and Theft

The case of Harvet v. Unity Medical Center (1988) centers around the legal enforceability of employee handbooks. The court ruled that the hospital's employee handbook constituted a valid employment contract, binding both the employer and employee. In this case, Ms. Harvet was fired for stealing food from the cafeteria, and the court upheld the termination because the employee handbook explicitly prohibited theft.

Employee Theft and Hospital Response:

Stealing from an employer, regardless of the item's value, represents a breach of trust. The hospital, in this instance, didn't overreact. Maintaining a workplace free from theft is crucial for fostering trust and ensuring a secure environment for employees and patients.

Supervisor's Role and Policy Suggestions:

If I were the supervisor, I would:

• Confront the Employee: Directly address the issue with Ms. Harvet, explaining the policy violation and potential consequences.
• Investigate the Incident: Gather details and consider potential explanations before taking disciplinary action.
• Progressive Discipline: Depending on the severity and Ms. Harvet's employment record, a written warning or suspension might be appropriate before termination.

Crafting a Hospital Policy:

The hospital policy should clearly define prohibited conduct, including theft of any kind. It should outline the disciplinary process, including potential consequences for violating the policy. Additionally, the policy could emphasize alternative solutions for employees facing financial difficulties, such as directing them to employee assistance programs or food banks.

Full Answer Section

Policy Considerations for the Future:

A well-crafted policy sets clear expectations and protects both the employer and employees. Here are some points to consider:

• Specificity: Clearly define what constitutes theft, including taking food from the cafeteria without paying.
• Severity: Outline the potential consequences for violating the policy, considering factors like the value of the stolen item and prior offenses.
• Alternatives: Offer resources or support systems for employees facing financial challenges.
• Communication: Ensure all employees are aware of the policy and its implications through clear communication and training.

By establishing a comprehensive and fair policy, the hospital can deter theft, promote a culture of honesty, and maintain a secure work environment for everyone.