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Begin this assignment by reading Case Study 2: You Can't Fire Me! Check Your Policy on page 494. Of course, by this time, you will already have read and viewed all other assigned material for the week. Instead of the questions in the book, answer these questions: 1. How significant is Hattie's past work/attendance record to these proceedings? Why? 2. What if Hattie explained that she couldn't work overtime because she had to bake a complicated cake for a party she was going to on Sunday? Would that change your answer to \#1? Why or why not? 3. What if Hattie explained that she couldn't work overtime because she had to escort her elderly father to an important doctor's appointment where he would receive much-needed medication? Would that change your answer to \#1? Why or why not? 4. Back to the original facts, if you were deciding her grievance, would you vote in favor of Hattie or Beach Electrical Systems? Why? Your answer to each question should be at least one paragraph with 4-5 sentences. Remember this isn't so much about your opinion as it is about what we learned in chapter 13. Be sure to use that information to support your answers. Supervisors report that discharging an employee is On Monday, May 24, 2021, her supervisor, with one of the toughest tasks they perform as managers. concurrence from the department manager, termiFurthermore, termination for absenteeism can be par- nated her employment for "unsatisfactory attenticularly difficult due to the causes of absenteeism and, dance." Hattie did not dispute the attendance record; in some cases, the past work record of the employee. however, she filed a grievance through the company's This case illustrates a typical absentee problem faced alternative dispute resolution procedure alleging by management. that management did not discharge her according to Hattie Mae was employed by Beach Electrical the organization's published disciplinary policy. She Systems for nine years. For the first six years of her pointed to the section in the policy manual that states, employment, she was considered a model employee. "Employees will be warned for absenteeism before Hattie's annual performance reviews were always they are terminated." Hattie maintained that she was above average or exceptional, and she was described never officially warned as required. Management by her managers as a loyal and dedicated employee. replied that Hattie was well aware of her absentee However, things changed rapidly in 2014 when Hattie problem but that warning her would have served no became, as her current manager stated, "an absentee purpose since she was unable to prevent her continproblem." ued illnesses from occurring. Additionally, her refusal According to HR department records, in 2018 to work overtime on Saturday was a further indication and 2019 Hattie was absent 12 percent and 19 per- of her lack of concern for her job or the welfare of the cent of the time, respectively. Her worst year was 2020 , company. when she was absent 27.2 percent of the time. However, unlike other absent employees, Hattie was always Questions absent because of genuine and verifiable illnesses or work-related accidents. Hattie's supervisor had talked 1. What role, if any, should Hattie's past work record to her periodically about her attendance problem, but play in this case? Explain your answer. she was never given an official warning notice-oral 2. Does management have a right to know why or written-that she would be fired if her attendance employees refuse to work overtime? Why or why record did not improve. not? The incident that caused her termination occurred on Thursday, May 20, 2021. On that day her 3. Evaluate the arguments of Hattie Mae and manmanager notified all department employees (eight agement in this case. in total) that they would need to work overtime on 4. If you were a member of the company's peerSaturday, May 22, 2021, to complete a critical order for review complaint committee, how would you vote a highly valued and important customer. All employin this case? What facts would cause you to vote ees agreed to work on Saturday, except Hattie, who this way? cited "personal reasons," which she refused to disclose, Source: Based on an arbitration case heard by George W. Bohlander