(Group-1)

FRESH TO TABLE
Sushmita
Sharang
Abhishek
Chirag
Bhragu
PROBLEM
Introduction – Fresh to table is a 4-year-old SaaS company based out of Boise,
Idaho providing service to the luxury hospitality sector, where one of the employees
has been fired due to improper behaviour as per the company’s value, post which they
have found 3 other employees indulging in a similar behaviour.
Goals - To figure out a solution to maintain company’s values and work culture.
Problem Statement - Course of action for dealing with these 3 employees without
demoralizing the other employees and maintaining the company objectives/values in
the long term as set when the firm was founded.

SLIDE NO. 2
ARGUMENT THAT SUPPORTS YOUR POSITION ON
THE ISSUE/SOLUTION

Solution – FTT should give a warning to these 3 employees and put them on a
Personal Improvement Plan and coach them about the company’s values and
technology and social media policies.
- Employees will get more professional and also realize that the company cares for the
employees and would understand that company is being generous with them only
because they are high-performing employees so they will be motivated to work harder.
 Evidence: Should they fire the offending employees or do something less severe, such as put them on a
personal improvement plan?

- The 3 employees in question will stop looking for jobs outside once they realize that
the company is giving them a second chance and not taking away strategic accounts
from them.
 Evidence: “They were all looking for jobs elsewhere”

SLIDE NO. 3
 RELEVANT DATA/FACTS
Positive
Increased revenues for 8 consecutive quarters.
Management is committed to creating and maintaining a
highly engaged and stable workforce and hence offered
various traditional and lifestyle-oriented benefits.
Most employees were as passionate about founders and hence
exceeded the management’s expectations.
FTT’s Corporate Values (Exhibit 1)
Violation of FTT’s Employee Handbook policy in use of
technology can lead to appropriate disciplinary action,
including termination.
Negative
FTT’s company handbook explicitly states that the employees
should not expect any privacy in any online communications
on company network.
High volume of Slack communications between 4 employees
of the company disparaging other employees and involved in
questionable behavior. (Exhibit 3)
Some employees found the pressure to be as passionate as the
founder’s a bit stifling and that the employees worked late
hours.
Hasty decision-making by management (Mossberger and
Jensen in disagreement over Showalter’s termination and
posted job opportunity on Craigslist)
Initially, FTT chose to coach Hillary and give her a warning
when they first found out about her conflicts with other
employees.
SLIDE NO. 4
 ANALYSIS – INFERENCES FROM FACTS
•
The company is committed to providing support to have a
good work-life balance.
Most employees understood the criticality of different
situations and worked for long hours on their will.
Their slack communications in Exhibit 3(eg:sexual
orientation) are in violation of the FTT’s use of technology
policy and hence could be used against them for any
disciplinary action.
Employees should have been aware of the company policies
and should have not used company’s resources
inappropriately.
Some employees were wasting their office hours engaging in
disparaging behaviour and were working towards destroying
company’s name, not dealing appropriately with clients.
Hillary and the other 3 employees were not happy with the
work culture, even though 2 of them were promoted recently
and had strategic accounts.(Assumption)
No standard procedure in place for dealing with such
situations.
FTT believes in giving warnings and coaching people before
taking strict disciplinary actions like termination.
SLIDE NO. 5
SOLUTION/POSITION ON THE
ISSUE
Solution – FTT should give a warning to these 3 employees and put them on a Personal
Improvement Plan and coach them about the company’s values and technology and social
media policies.
Supporting the Solution
• Hillary’s first such situation was handled in a similar way.
• They are high performers and are working on key strategic accounts.
• FTT doesn’t want to diminish employee morale and affect work culture.
•Avoid expensive lawsuits as a result of termination.
Objecting our Solution
• Previous attempt of coaching Hillary after first warning was unsuccessful in the long-term.
SLIDE NO. 6
ASSUMPTIONS UNDERLYING
YOUR POSITION ON THE
SOLUTION
• Hilary’s initial issue was similar in magnitude to the current issue.
•There will be an improvement in employee behaviour due to re-training/ Personal
development plan.
•Company operations and strategic account handling would be affected by sudden
departure of the 3 employees.
•Employee morale would be affected if more of their colleagues are terminated.
•Concerned employees could file lawsuits if the were on contract basis and have any
specific termination clauses.

SLIDE NO. 7
POINTS OF VIEW
FtT Employees – Will recognize that the company cares for the employees and
would try to retain them and re-train them instead of firing them. Will improve
loyalty towards the organization and respect towards the management.
Affected Employees – Would appreciate 2nd chance given by the company.
Other Disgruntled Employees – Would notice that the organization takes such
behavior seriously and would think before acting in contravention of company
policies.

SLIDE NO. 8
SOLUTION – ALTERNATIVES
• Terminate the concerned employees.
• Demote them or assign them less important clients.

Reasons for discarded solution:

• We are unsure of legal complications arising out of termination and resulting lawsuits.
• High-performing candidates would not accept less significant assignments which may
result in further deterioration of employee-employer relations and hostile behavior.
• If their clients would have a particular way of working and they had a rapport with
them, it might be detrimental to those client relationships from the company’s point of
view to change the SPOC without a valid reason.

SLIDE NO. 9
IMPLICATIONS
• Employees will carefully adhere to company policies and values and be more
careful while using company resources.
•Corrective action may not be deterrent enough to prevent further issues.
•Fresh to Table will articulate its policies better to prevent future ambiguity.
•Work culture and informal practices like “Killing it for the client” will remain intact.
•Company doesn’t have to spend valuable resources on surveillance campaigns.

SLIDE NO. 10