Question.1636 - Case Study 2 You Can’t Fire Me! Check Your PolicySupervisors report that discharging an employee is one of the toughesttasks they perform as managers. Furthermore, termination forabsenteeism can be particularly difficult due to the causes of absenteeismand, in some cases, the past work record of the employee. This caseillustrates a typical absentee problem faced by management.Hattie Mae was employed by Beach Electrical Systems for 9 years. For thefirst 6 years of her employment, she was considered a model employee.Hattie’s annual performance reviews were always above average orexceptional, and she was described by her managers as a loyal anddedicated employee. However, things changed rapidly in 2010 whenHattie became, as her current manager stated, “an absentee problem.”According to HR department records, in 2014 and 2015 Hattie was absent12 percent and 19 percent of the time, respectively. Her worst year was2016, when she was absent 27.2 percent of the time. However, unlikeother absent employees, Hattie was always absent because of genuineand verifiable illnesses or work-related accidents. Hattie’s supervisor hadtalked to her periodically about her attendance problem, but she wasnever given an official warning notice—oral or written—that she wouldbe fired if her attendance record did not improve.The incident that caused her termination occurred on Thursday, May 20,2017. On that day her manager notified all department employees (eightin total) that they would need to work overtime on Saturday, May 22,2017, to complete a critical order for a highly valued and importantcustomer. All employees agreed to work on Saturday, except Hattie, whocited “personal reasons,” which she refused to disclose, for her refusal towork.On Monday, May 24, 2017, her supervisor, with concurrence from thedepartment manager, terminated her employment for “unsatisfactoryattendance.” Hattie did not dispute the attendance record; however, shefiled a grievance through the company’s alternative dispute resolutionprocedure alleging that management did not discharge her according tothe organization’s published disciplinary policy. She pointed to thesection in the policy manual that states, “Employees will be warned forabsenteeism before they are terminated.” Hattie maintained that she wasnever officially warned as required. Management replied that Hattie waswell aware of her absentee problem but that warning her would haveserved no purpose since she was unable to prevent her continuedillnesses from occurring. Additionally, her refusal to work overtime onSaturday was a further indication of her lack of concern for her job orthe welfare of the company.478Questions1. What role, if any, should Hattie’s past work record play in thiscase? Explain your answer.2. Does management have a right to know why employees refuseto work overtime? Why or why not?3. Evaluate the arguments of Hattie Mae and management in thiscase.4. If you were a member of the company’s peer-review complaintcommittee, how would you vote in this case? What facts wouldcause you to vote this way?Source: Based on an arbitration case heard by George W. Bohlander. Nameshave been changed.
Answer Below:
Role xx Hattie xxxxx s xxxx Work xxxxxx nbsp xxxxxxxx past xxxx record xxxxxx definitely xxxx a xxxx in xxxx case xxx -year xxxxxxx of xxxxx a xxxxx employee xxx the xxxxx years xx significant xxxxxxx it xxxxxxxxxxx a xxxxxxx of xxxx behavior xxx dedication xx her xxx This xxxxxxx demonstrates xxx capability xx perform xxxx and xxxxxxxx good xxxxxxxxxx It's xxxxxxxxx to xxxxxxxx this xxxxxxx as x part xx a xxxxxxxxxxxxx assessment xx her xxxxxxx work xxxxxxxxxxx Management's xxxxx to xxxx Reasons xxx Refusing xxxxxxxx nbsp xxxxxxxxxx does xxxx a xxxxx to xxxx why xxxxxxxxx refuse xx work xxxxxxxx to xxxx extent xxxxx employees xxx not xxxxxx obligated xx disclose xxxxxxxx reasons xx a xxxxxxxxxxxx setting xxxxxxxxxxxxx is xxxxxxx Employees xxxxxx be xxxxxxxxxx to xxxxxxx a xxxxxxx explanation xxx their xxxxxxx especially xxxx it's xxxxxxxxx the xxxxxxxxxxxxxx operations xxxxxxxxx of xxxxxx Mae xxx Management xxxxxx Mae xxxx Hattie's xxxxxxxx centers xxxxxx the xxxxxxxxx published xxxxxxxxxxxx policy xxxxx states xxxx employees xxxx be xxxxxx for xxxxxxxxxxx before xxxxx terminated xxx claims xxxx she xxx never xxxxxxxxxx warned xxxxxx her xxxxxxxxxxx inconsistent xxxx the xxxxxx Management xxxx Management xxxxxx that xxxxxxxx attendance xxxxxx were xxxxxxx but xxxx the xxxxxx of xxx illnesses xxxx it xxxxxxxxxx for xxx to xxxxxxx them xxxx believe xxxx warning xxx would xxx have xxxxxxxxx these xxxxxxxxx Peer-Review xxxxxxxxx Committee xxxx If x were x member xx the xxxxxxxxx peer-review xxxxxxxxx committee x would xxxxxxxxx consider xxx facts xxxxxxxxx in xxx case xxxxxx making x decision x would xxxxxxxxxxx that xxxxxx Mae xxx a xxxxxx work xxxxxx for xxx majority xx her xxxxx with xxx company xxx performance xxxxxxx were xxxxxxxxxxxx above xxxxxxx or xxxxxxxxxxx and xxx was xxxxxxxx as x loyal xxx dedicated xxxxxxxx This xxxxxxxx history xxxxxx not xx overlooked xxxx evaluating xxx case xxxx nbsp xxxx nbsp xxxx nbsp xxxx nbsp xxxxxxxxx No xxxx a xxxx for xxxxxxxxxxx mental xxxxxxxxxx - xxxx Available xx https xxx shrm xxx resourcesandtools xxxxxxxxxxxxxxxxx hr-forms xxxxx tips-for-maintaining-mental-well-being xxxx nbsp xxxxxxxx August xxxxx of xxxxxxxx amp xxxxxx overtime xxxxxxxx Available xx https xxx brighthr xxx articles xxxxxxxxx employee-worker-overtime xxxx Accessed xxxxxx nbspMore Articles From Human Resource
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