Case Study 2 You Can't Fire Me! Check Your Policy Supervisors report that discharging an employee is According to HR department records, in 2011 one of the toughest tasks they perform as managers and 2012 Hattie was absent 12 percent and 19 per- Furthermore, termination for absenteeism can be cent of the time, respectively. Her worst year was particularly difficult due to the causes of absenteeism 2013, when she was absent 27.2 percent of the time. and, in some cases, the past work record of the em. However, unlike other absent employees, Hattie was ployee. This case illustrates a typical absentee prob- always absent because of genuine and verifiable ill. lem faced by management nesses or work-related accidents. Hattie's supervisor Hattie Mae was employed by Beach Electrical had talked to her periodically about her attendance Systems for nine years. For the first six years of her problem, but she was never given an official warning employment, she was considered a model employee. notice-oral or written--that she would be fired if Hattie's annual performance reviews were always above her attendance record did not improve. average or exceptional, and she was described by her The incident that caused her termination managers as a loyal and dedicated employee. However, occurred on Thursday, May 20, 2014. On that day her things changed rapidly in 2007 when Hattie became, as manager notified all department employees (eight her current manager stated, "an absentee problem." in total) that they would need to work overtime on Wewe updated our read aloud featured Give it a try here Aa o 9 7/15/2020 Saturday, May 22, 2014, to complete a critical order continued illnesses from occurring. Additionally, her for a highly valued and important customer. All em- refusal to work overtime on Saturday was a further ployees agreed to work on Saturday, except Hattie, indication of her lack of concern for her job or the who cited personal reasons," which she refused to welfare of the company. disclose, for her refusal to work. On Monday, May 24, 2014, her supervisor, with Questions concurrence from the department manager, termi nated her employment for "unsatisfactory atten 1. What role, if any, should Hattie's past work dance." Hattie did not dispute the attendance record; record play in this case? Explain your answer. however, she filed a grievance through the company's 2. Does management have a right to know why alternative dispute resolution procedure alleging employees refuse to work overtime? Why or that management did not discharge her according why not? to the organization's published disciplinary policy, 3. Evaluate the arguments of Hattie Mae and man She pointed to the section in the policy manual that agement in this case states, "Employees will be warned for absenteeism 4. If you were a member of the company's peer-re- before they are terminated." Hattie maintained that view complaint committee, how would you vote she was never officially warned as required. Manage in this case? What facts would cause you to vote ment replied that Hattie was well aware of her absen this way? tee problem but that warning her would have served Source donation Cope Wander no purpose since she was unable to prevent her men changed We're updated our read aloud featurel Gleit a try here Aa co 300 PM