MBA Practicum
Hong Kong Class B
BUS 699
Team Business Ethics Case
“Fire Her or Not?”
Presented To: Dr. Peter Hsu
By : Poon Oi Wah,
Chan Mun Chee, Sheree
Wai Sze Ki, Elsa
Wong Shiow Lan, Korla
Kwok Wing Kin, Alex
“Fire her or not?”
Our General Manager, John seldom takes part in Human
Resources departmental meetings.
Today, he was invited to sit in the meeting, to discuss and determine on
an issue which has been annoying the colleagues in Human Resources Department
in these few days.
“She’s hardworking, responsible and she has to earn a living
for her family. Should we give her a chance to continue working in our
company?” Amy, our Assistant Human Resources Manager said. “But she really did
wrong on this matter. We can’t keep
her here.” Mary, our Human Resources Manager opposed. Amy and Mary debated for a while. John listened and found what both of
them had their own reasoning. He
has to make the final decision ……
A month ago, our company started recruiting a clerk for the
Human Resources Department. The
requirements for this position were Form 5 college graduate, with at least one
year working experience preferably in human resources and administrative field,
and, good in both written and spoken English and Chinese. After interviewing for about 8
candidates, our company decided to offer an employment to Lily.
Lily is a 20 years old girl. According to her resume provided, she
worked as a Human Resources Clerk on full-time basis for 2 years in her
previous company. Her last salary
was HK$6,500 per month.
Lily is an energetic, confident and positive girl. During the interview, her overall
performance especially in spoken English was relatively better than the other
candidates. She was finally
employed by our company after selection.
Regarding her interview performance and past working experience, we
offered HK$8,000 per month which is her expected salary stated in the job
application form.
She started to work in our company two weeks ago. She is punctual, hardworking,
initiative, polite, diligent and enthusiastic in helping others. She comes along well with the other
staff in the company. Amy and Mary
were also satisfied with her performance.
According to our company practice, we do Reference Check in order
to verify the personal information and past working history of a new staff with
his/her previous employers. In
accordance with the provisions of the Personal Data (Privacy) Ordinance of Hong
Kong, we have to seek the permission from our staff in advance by disclosing or
obtaining their personal data to or from other parties whenever necessary.
Three days ago, Amy received a replied letter from Ms. Lee,
the Human Resources Manager of Lily’s previous company. Amy was shocked to learn from Ms. Lee’s
letter that Lily worked as a clerk in their company for six months on contract
basis. This brief working history
was clearly documented in Lily’s reference letter which was duly signed by Ms.
Lee and was given to her on the last day of Lily’s employment. Ms. Lee clarified in her letter that
Lily’s last salary was HK$5,000 instead of HK$6,500 per month which was stated
in Lily’s reference letter. However,
the reference letter provided by Lily was signed by the General Manager with
the company chop.
Obviously, Lily has committed fraud to our company. The reference letter that she provided
was false. She wrote it and
imitated the General Manager’s signature by herself. Mary talked with Lily and disclosed her
deceitful behaviour during the meeting.
Lily was terribly anxious about this matter. She explained to Mary, “My Dad has been
suffering from lung cancer and couldn’t work any more. My Mom works as an amah in a small
company and earns only a few thousand dollars a month. Most of her income is spent in the
medical treatment for my Dad. My
younger brother is still studying in secondary school. I really want to continue my study in
the university. However, my family
circumstance cannot allow me to do so.
I gave up the opportunity to study in university and started to work in
my previous company 9 months ago.
Since it was a temporary job, I had to find a new job 3 months ago when
I finished my contract. Unluckily,
I couldn’t find another job or even get an interview.”
Lily continued, “I decided to change my resume in which I
claimed that I obtained 2 years relevant working experience instead of 6
months. In order to lift up my
income, I also revised my last salary to HK$6,500. Thereafter, your company gave me the
interview. Fortunately, I got hired. I didn’t intend to do so but really need
money to support my family.” Mary
told Lily that she might be fired because of her fraud and dishonest behaviour. She then cried and begged Mary to let
her stay.
Mary reported this matter to John during the meeting. She strongly suggested to fire Lily as
she is no longer trustworthy.
Moreover, her unethical act does not conform to the professional
standards set by our company.
However, Amy urged to give Lily a chance. Her reasoning is that Lily is too young
to face and stand for such a big loss.
She didn’t lie intentionally but for the fact that she needs to earn a
living for her family. Moreover,
her performance in the past 2 weeks was satisfactory. Everyone would make
mistakes. Why don’t we give her the
chance to make corrections? Isn’t
it one of our company’s missions to train up our people to accept their
mistakes and to teach them how to do things right?
This issue really makes John headache. It’s a very difficult decision……
Should Lily be fired?
Or let her stay in the company with extended probationary period?
Amy didn’t tell Ms. Lee about Lily’s fraud. Should Amy inform Ms. Lee this
matter? By doing so, Lily may be
sued by her previous employer for the forged reference letter written by
herself.