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Contents
  1. Acknowledgements

  2. About this Book

  3. Book Navigation

  4. Chapter 1: It Comes with the Territory
    1. 1.0 Learning Outcomes

    2. 1.1 Workplace Conflict

    3. 1.2 Human Resources Core Competencies

    4. 1.3 What is Behind Workplace Conflict?

    5. 1.4 Does Healthy Conflict Exist?

    6. 1.5 HR: A Conflict Resolution Coach

    7. 1.6 Meet the Staff at Runners Relay Ltd.

    8. 1.7 Chapter Summary

  5. Chapter 2: Approaches to Conflict Resolution
    1. 2.0 Learning Outcomes

    2. 2.1 Fanshawe HR Graduate on Conflict at Work

    3. 2.2 The Lesson: The Thomas – Kilmann Approach to Conflict

    4. 2.3 How Conflict Escalates

    5. 2.4 Spotlight on Human Resources Skills

    6. 2.5 Case Study: Runners Relay Ltd.

    7. 2.6 Apply Your Knowledge

    8. 2.7 Chapter Summary

  6. Chapter 3: Collaboration: Let’s Work Together
    1. 3.0 Learning Outcomes

    2. 3.1 Fanshawe HR Graduate on Conflict at Work

    3. 3.2 The Lesson: Collaboration – Let's Work Together

    4. 3.3 Spotlight on Human Resources Skills

    5. 3.4 Case Study: Runners Relay Ltd.

    6. 3.5 Apply Your Knowledge

    7. 3.6 Chapter Summary

  7. Chapter 4: Interest-Based Conflict Resolution
    1. 4.0 Learning Outcomes

    2. 4.1 Fanshawe HR Graduate on Conflict at Work

    3. 4.2 The Lesson: Interest-Based Conflict Resolution

    4. 4.3 Spotlight on Human Resources Skills

    5. 4.4 Case Study: Runners Relay Ltd.

    6. 4.5 Apply Your Knowledge

    7. 4.6 Chapter Summary

  8. Chapter 5: HR’s Proactive Approach
    1. 5.0 Learning Outcomes

    2. 5.1 Fanshawe HR Graduate on Conflict at Work

    3. 5.2 The Lesson: A Proactive Approach to Conflict

    4. 5.3 Spotlight on Human Resources Skills

    5. 5.4 Case Study: Runners Relay Ltd.

    6. 5.5 Apply Your Knowledge

    7. 5.6 Chapter Summary

  9. Chapter 6: Strengths for Effective Conflict Resolution
    1. 6.0 Learning Outcomes

    2. 6.1 Fanshawe HR Graduate on Conflict at Work

    3. 6.2 The Lesson: Strengths for Effective Conflict Resolution

    4. 6.3 Spotlight on Human Resources Skills

    5. 6.4 Case Study: Runners Relay Ltd.

    6. 6.5 Apply Your Knowledge

    7. 6.6 Chapter Summary

  10. Chapter 7: Generational and Cultural Dimensions
    1. 7.0 Learning Outcomes

    2. 7.1 Fanshawe HR Graduate on Conflict at Work

    3. 7.2 The Lesson: Generational and Cultural Dimensions

    4. 7.3 Spotlight on Human Resources Skills

    5. 7.4 Case Study: Runners Relay Ltd.

    6. 7.5 Apply Your Knowledge

    7. 7.6 Chapter Summary

  11. Chapter 8: HR’s Role in Problem Solving
    1. 8.0 Learning Outcomes

    2. 8.1 Fanshawe HR Graduate on Conflict at Work

    3. 8.2 The Lesson: Problem-Solving Strategies

    4. 8.3 Spotlight on Human Resources Skills

    5. 8.4 Case Study: Runners Relay Ltd.

    6. 8.5 Apply Your Knowledge

    7. 8.6 Chapter Summary

  12. Chapter 9: Navigating Communication in Conflict
    1. 9.0 Learning Outcomes

    2. 9.1 Fanshawe HR Graduate on Conflict at Work

    3. 9.2 The Lesson: Communication Essentials

    4. 9.3 Spotlight on Human Resources Skills

    5. 9.4 Case Study: Runners Relay Ltd.

    6. 9.5 Apply Your Knowledge

    7. 9.6 Chapter Summary

  13. Chapter 10: The Role of Investigations in Workplace Conflict
    1. 10.0 Learning Outcomes

    2. 10.1 Fanshawe HR Graduate on Conflict at Work 

    3. 10.2 The Lesson: The Role of Investigations in a Workplace Conflict

    4. 10.3 Spotlight on Human Resources Skills  

    5. 10.4 Case Study: Runners Relay Ltd.  

    6. 10.5 Apply Your Knowledge 

    7. 10.6 Chapter Summary  

  14. Chapter 11: Psychological Safety
    1. 11.0 Learning Outcomes

    2. 11.1 Fanshawe HR Graduate on Conflict at Work 

    3. 11.2 The Lesson: Navigating the Difficult Conversation

    4. 11.3 Spotlight on Human Resources Skills  

    5. 11.4 Case Study: Runners Relay Ltd.

    6. 11.5 Apply Your Knowledge  

    7. 11.6 Chapter Summary 

  15. Chapter 12: Hotel-Dieu Grace Hospital Case Study
    1. Hotel-Dieu Grace Hospital Case Study

  16. Chapter 13: Wal-Mart Canada Corp Case Study
    1. Wal-Mart Canada Corp Case Study

  17. Chapter 14: OC Transpo Case Study
    1. OC Transpo Case Study

  18. Version History

  19. Style Sheet Code

  20. References

  21. Slide Decks

Navigating HR

Wal-Mart Canada Corp Case Study

The Importance of Formal Workplace Investigations

In Chapter 12, we learned of the important role a Human Resources professional plays in ensuring the safety of their employees. In Chapter 13, we are going to look at the constructive dismissal case of Meredith Boucher, an employee of Wal-Mart Canada.

The Wal-Mart Canada Corp Case Study

Meredith Boucher worked as the Assistant Manager at the Windsor, Ontario Wal-Mart store. In 2009, Meredith was asked to falsify a temperature log and refused to do so. Following her refusal, Meredith was humiliated and demeaned by the Store Manager. Meredith reported the verbal abuse, and following an internal investigation, Meredith was advised her complaints were unsubstantiated. Following another incident of humiliation in front of co-workers, Meredith quit her job and sued both her manager and Wal-Mart Canada for constructive dismissal and damages.

We are reviewing the Wal-Mart Canada Corp Case Study to understand the importance of formal investigations and action plans to ensure employees do not experience harassment, verbal abuse and mental suffering in the workplace.

Case Summary

Meredith Boucher began working for Wal-Mart in 1999. She was well-regarded and received a number of promotions over the years. In 2008, she was made a Lead Assistant Manager in a Windsor, Ontario, store. Initially, her relationship with the Store Manager, Jason Pinnock, was positive and her performance appraisals were glowing. Then, in May 2009, Pinnock asked Boucher to falsify a log recording temperature in meat and dairy coolers. Boucher refused. Pinnock, who was worried the incomplete logs would negatively affect the store’s ratings in an upcoming inspection, subjected Boucher to a disciplinary meeting.

Concerned about this unfair reprisal, Boucher approached a superior to express her concerns. When Pinnock learned of the complaint, “he subjected her to an unrelenting and increasing torrent of abuse. He regularly used profane language when he spoke to her. He belittled her. He demeaned her in front of other employees. He even called in other employees so he had an audience when he berated her and showed his disdain for her” (Boucher v. Wal-Mart Canada Corp., 2014, para. 24). Boucher complained of Pinnock’s escalating harassment to senior management. Their investigation found her complaint was “unsubstantiated” and they threatened her with discipline for making the complaint.

Pinnock’s behaviour and Wal-Mart’s lack of response negatively affected Boucher’s health. “She said that she was stressed out. She could not eat or sleep. She had abdominal pain, constipation and bloating. She lost weight and began vomiting blood. Co-workers testified that Boucher went from a fun-loving, lively, positive leader to a defeated and broken person” (Boucher v. Wal-Mart Canada Corp., 2014, para. 37). On November 18, 2009, Pinnock once again berated Boucher over ten skids of product that were not unloaded. He “grabbed Boucher by the elbow in front of a group of co-workers. He told her to prove to him that she could count to ten”(Boucher v. Wal-Mart Canada Corp., 2014, para. 34). Boucher was so humiliated that she ran out of the store. She never returned to work. Boucher sued for unfair dismissal. At appeal, she was awarded $300,000 in damages against Wal-Mart and $110,000 against Pinnock. After her departure from the store, Boucher’s health gradually improved.

 

Step One

Read the article outlining the constructive dismissal case of Meredith Boucher with a focus on the opportunities to intervene in potential and actual workplace harassment.

Step Two

Explain the ways in which a Human Resources professional could address a workplace incident like the one at Wal-Mart Canada to avoid and eliminate the threat of workplace harassment.

Step Three

Reflect on this case study and share the learning lessons and the way in which they have impacted you.

The Price of Workplace Bullying: Boucher v. Wal-Mart Canada Corp., 2014 ONCA 419 (CanLII)Time To Take Workplace Harassment and Abuse Seriously


The case summary was taken from “6.1 Psycho-social hazards” from Canadian Health and Safety Workplace Fundamentals Copyright © 2022 by Connie Palmer is licensed under a Creative Commons Attribution-NonCommercial-ShareAlike 4.0 International License, except where otherwise noted.

Previous/next navigation

Previous: Chapter 13: Wal-Mart Canada Corp Case Study
Next: Chapter 14: OC Transpo Case Study

License

Icon for the Creative Commons Attribution-NonCommercial-ShareAlike 4.0 International License

Navigating HR Copyright © 2024 by Connie Palmer, CHRL is licensed under a Creative Commons Attribution-NonCommercial-ShareAlike 4.0 International License, except where otherwise noted.

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