The situation at hand involves a worker’s death while on duty, complicated by the fact that he was drunk. His family is seeking compensation, which the company is reluctant to offer. This has led to a strike by the company’s workforce, placing the management in a difficult position. The Chairman has requested recommendations.
Compensation with Penalties:
- Merit: Legal Clarity: The company may avoid potential legal issues by providing compensation, but at a reduced rate due to the worker’s state.
- Demerit: Precedent-Setting: This may set a lenient precedent for future incidents involving violations of company policy.
- Merit: Workforce Satisfaction: Complying with the workers’ demands could improve morale and end the strike.
- Demerit: Ethical Dilemma: Providing full compensation may contradict the company’s ethical stand against substance abuse at work.
- Merit: Upholding Policy: This aligns with company policy and sends a strong message against being intoxicated on duty.
- Demerit: Employee Relations: May result in continued strikes and decreased morale.
Partial, Non-Monetary Support:
- Merit: Middle-Ground: Offering to cover funeral expenses or provide educational support to the deceased’s children could serve as a compromise.
- Demerit: May Not End Strike: Workers may continue to strike if the support is not deemed sufficient. copyright©iasexpress.net
- Merit: Objective Assessment: A third party can provide an impartial resolution to the issue.
- Demerit: Time-Consuming: This process can be lengthy and may not guarantee a solution that satisfies all parties.
In summary, each recommendation carries its own benefits and drawbacks. A balanced approach may be to offer partial, non-monetary support and to employ third-party mediation for an impartial evaluation of the incident and how the company should respond.