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  This is the problem the employee is having:  
 
 
 
I am an shop foreman of a large new car dealer. I recently orally warned an employee for not providing a wheel alignment printout for a wheel alignment performed under warranty. This documentation is required by the manufacturer as proof of adjustments made. The employee stated that the printer was not working: which I verified, and fixed by merely restarting the aligner. I directed the employee to put the vehicle back on the rack, and get the printout, which he did. Later, when I examined the printout, I found that the vehicle was out of specifications:if the claim was examined by the manufacturer, it would certainly be debited. The employee called our HR dept, and stated I was harassing him. As I wrote an technician manual which he signed for, which clearly stated a printout was required, and to notify your supervisor if a piece of equipment is malfunctioning, I was exonerated after an interview with the complainant, HR representative, and the dealers general manager. As the dealer has 2 shops on the premises, my intention is to recommend the complainant moved to the other shop, where he will have another supervisor. As the shop we are both currently working is attached to the customer area, and my job includes test drives with customers, it is logical that I remain. Also, I plan to cancel his advanced training, until his performance improves. As the complainants allegations have been deemed baseless, can he still claim that my actions is retaliation for his complaint?  
 

 

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