Employee Time Attendance Was Poor Court Is Told

Human Rights Hearing Examines  Employee Time Attendance Records To Reach A Conclusion.

Accurate employee time attendance records are invaluable in the event of an employee taking their employer to court, for alleged contravention of the never ending employment laws and regulations. The following article proves the value of having a time attendance system in place to provide evidence for the employer in the unfortunate event they are sued in court.

From CBC News Sept 12th 2013

shutterstock_40722481A Nova Scotia human rights hearing heard about the spotty time and attendance record of woman who claims a racially charged atmosphere forced her to quit her job.

Lawyers for Leon’s furniture store in Dartmouth, N.S. pushed back during Wednesday night’s hearing, challenging the credibility of Garnetta Cromwell.

Cromwell worked at the Leon’s store in Dartmouth from 2004 to 2008. Cromwell, who is black, claims she suffered racial discrimination at work and quit as a result.

Tammy Bishop, manager of Leon’s, spoke at the hearing Wednesday night and Thursday afternoon. The company’s lawyer turned to Bishop to help discredit the work history of Cromwell.

For several hours, the human rights hearing heard about how Cromwell would not come to work for weeks at a time, resulting in a sluggish sales record. Because of that, Cromwell had her three month probation extended to nine months.

“They’re just trying to say that my work wasn’t a priority to me, and that’s not true at all,” she said.

Cromwell said that she was treated differently by Leon’s and some of its employees. She said they used a stern application of the company’s policies because she is black.

On Thursday, Bishop clarified that Cromwell took approved sick days and bereavement leave because of deaths in her family.

Cromwell’s performance reviews ‘good’

Lawyer Lisa Teryl, representing the N.S. Human Rights Commission, said Cromwell’s performance reviews rated her as “good” and “satisfactory” in all areas, including punctuality.

“Garnetta Cromwell has given earlier evidence that she felt unfairly treated by her supervisor. So one of the questions that was put to this witness is the legitimate expectations of an employee in terms of understanding what their discipline would likely be if there’s an infraction, and whether there’s a consistency and follow through on that.”

Teryl also asked Bishop if she knew about a romantic relationship between Cromwell and area manager Dave McLeod.

Cromwell had testified she told Bishop about it.

But on Thursday, Bishop said that conversation never happened.

“I think it’s important to explore all the possible motivations,” said Teryl. “If there’s a perception that a manager is responding in an unfair way, is there something that might be motivating a manager to feel like they might need to be more strict?”

Originally from : http://www.cbc.ca/news/canada/nova-scotia/leon-s-employee-had-poor-attendance-manager-says-1.1700922

timegenius ltdSummary: The maze of laws and regulations is a major problem for every business that employs people.  Irrespective of the outcome of the hearing in the article, no matter how conscientious the business owner is, they know that there are some employees who will try and take them to the cleaners on false allegations to make some money or out of spite.  Don’t get me wrong, I’m all for protecting the employee from unscrupulous employers, and their out there too.  But every employer should have  some sort of time attendance system in place to ensure a record of each employee attendance and absence is kept, just in case.

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