Case study 1 AJ has a problem employee BJ. BJ is a Project Leader and people manage a team of three engineers. Offlate he took lot of leaves and is now below minimum leave balance. Knowing that he cannot apply for any further leaves BJ is absenting himself from work. AJ is frustrated by BJ's action and attitude. There is a huge backlog of work to be completed and his team is suffering without their Project Leaders help and guidance. BJ also started a new habit of calling AJ before the business hours (7.00 AM) and leave a voice message at AJ's telephone saying he won't be coming for work. He does so because he was instructed by HR in the initial counselling to keep his Manager informed if he is not coming for work. Out of frustration AJ calls out his HR Manger and gives him details of BJ's leave, unauthorised absence and unprofessional way of informing him on absence. He also inform his HR Manager that BJ also influence his peers with his negative behaviour. AJ recommends BJ's immediate termination and request for immediate replacement. He says that Team morale, Customer interaction and the Project is worst hit by BJ's behaviour and attitude. 1. Consider yourself as HR Manager. What would be your approach to this situation? (2 marks) 2. explain in details How BJ absenteeism can have impact on: 1. Himself (1.5 marks) 2. company (1.5 marks) 3. other employees (1.5 marks) 4. His manager (1.5 marks) 3. Do you think EAP can helps in solving BJ issues?? Explain (2 marks) 4. Do you advise AJ to terminate BI? Why? ( 2marks)