Class, as the employee’s supervisor, what steps would you take next to resolve this issue?

Abu Okari Al-Amin, an African-American man in his mid-20s, was recently hired by the HIM department to manage its photocopying, mailing, and office supplies center. In this role Mr. Al-Amin has regular contact with virtually all of the 25 staff in the department and employees and some physicians from other adjacent departments. Mr. Al-Amin is quite articulate, personable, and knowledgeable in his areas of responsibility. However, his long dreadlocks, Afro-Caribbean clothing style, his playing Reggae music on his lunch breaks, and (in the words of one white employee with 25 years of seniority) his using of “militant language” seemed to discomfort or threaten some of the staff.

However, no real problems surfaced until one of the coders, Ms. Joyce Kim, an older Korean-American woman, filed a complaint with her supervisor, Leah Solomon, against Mr. Al-Amin for using “dirty” language in her presence, including the use of ethnic slurs, and otherwise treating her with disrespect. Ms. Kim also claimed that she smelled what she thought might be marijuana when he was close to her. The alleged incidents took place with no other witnesses to corroborate the facts.

Ms. Solomon presented the complaint to Mr. Al-Amin in a one-on-one meeting to give him the opportunity to respond to the charges. Although Mr. Al-Amin conceded that he was not comfortable with Koreans because of tension with Korean Businesses in his neighborhood, he denied that he said anything disrespectful or abusive to Ms. Kim. He admitted to using some colorful street language with her that he used regularly with everybody and that no offense had been intended. He brushed off the reference to any drug use.

Class, as the employee’s supervisor, what steps would you take next to resolve this issue?

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