Witnessing Justice: Informal Justice and Employee Disciplinary Actions

Have you ever witnessed or been part of an incident that resulted in someone's firing? In this article, we explore two such instances where individuals took matters into their own hands when faced with severe employee misconduct, ultimately leading to disciplinary actions and dismissals.

1. A Delivery Truck Incident

Several years ago, my neighborhood, a closely-knit group of three families, experienced an alarming incident. We lived down a short, private driveway, and all our families had young children under the age of five. One tragic event prior to our relocation left a lasting and chilling impact on the neighborhood – a child had sadly perished in a vehicle accident due to improper vehicle speeds on our driveway.

Fast forward to a routine day when I heard a loud engine revving, and upon investigation, I discovered a delivery truck driving down the private driveway at full throttle. Despite my visible wave for him to slow down, the delivery man ignored me and continued at high speed. This incident shone a light on the need for accountability and safety compliance among service providers.

Realizing that the truck was from a reputable company, I reported the driver to his employer. To my relief, the company took full responsibility and indicated that they would investigate the matter and provide updates. Three days later, I received a call informing me that the driver had indeed faced disciplinary action. However, his reaction to the warning was nothing short of alarming. Not only did he continue to drive recklessly, but he even retaliated by speeding off just as fast, revving his engine as he exited the driveway.

Despite my personal feelings toward the outcome, I can confidently say that I have no regrets in this matter. Intentional or unintentional, the driver's disregard for safety and his subsequent actions warranted immediate consequences.

2. A Manager's Misconduct

My second experience involved a previous pilot who had lost his license and was then relegated to managing the ground crew at an airport. This change in role was far from ideal for the manager, as he resented his new position and the team members under his supervision. Moreover, he neglected his managerial duties, failing to ensure that his team was adequately trained and provided with proper equipment.

The neglect extended to the essential safety equipment required for the job. Cones, chocks, signal wands, harnesses, and high-visibility vests were all left untended, and the manager attempted to exert illegal authority by trying to use my credentials for signing off flight clearances. Upon my refusal, he reported it to the authorities, which led to disciplinary action against him.

My motivation in reporting this incident stemmed from the belief that my colleagues also deserved proper training and the appropriate equipment to ensure their safety and the safety of the general public. With the manager fired, I felt a sense of justice had been served, and I consider this outcome not only warranted but essential for the well-being of the team and public safety.

Conclusion

Witnessing injustices in the workplace, whether intentional or not, can lead to significant changes. In the cases discussed, the actions taken not only addressed the specific incidents but also set a precedent for upholding safety standards and accountability within these settings. These events highlight the importance of reporting misconduct and taking steps to ensure that those responsible are held accountable. Whether it be addressing employee misconduct in the context of service or managerial roles, it is crucial to stand up for what is right and promote a culture of safety and responsibility.