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.
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Role xx Hattie x Past xxxx Record 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 Management xxxx have x right xx know xxx employees xxxxxx to xxxx overtime xx some xxxxxx While xxxxxxxxx are xxx always xxxxxxxxx to xxxxxxxx personal xxxxxxx in x professional xxxxxxx communication xx crucial xxxxxxxxx should xx encouraged xx provide x general xxxxxxxxxxx for xxxxx refusal xxxxxxxxxx when xxxx impacting xxx organization's xxxxxxxxxx Arguments xx Hattie xxx and xxxxxxxxxx Hattie xxx 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 xxxxxxxxxx argues xxxx Hattie's xxxxxxxxxx issues xxxx genuine xxx that xxx nature xx her xxxxxxxxx made xx impossible xxx her xx prevent xxxx They xxxxxxx that xxxxxxx her xxxxx not xxxx prevented xxxxx illnesses xxxxxxxxxxx Complaint xxxxxxxxx Vote xx I xxxx a xxxxxx of xxx company's xxxxxxxxxxx complaint xxxxxxxxx I xxxxx carefully xxxxxxxx the xxxxx presented xx the xxxx before xxxxxx a xxxxxxxx I xxxxx acknowledge xxxx Hattie xxx had x strong xxxx record xxx the xxxxxxxx of xxx years xxxx the xxxxxxx Her xxxxxxxxxxx reviews xxxx consistently xxxxx average xx exceptional xxx she xxx regarded xx a xxxxx and xxxxxxxxx employee xxxx positive xxxxxxx should xxx be xxxxxxxxxx when xxxxxxxxxx her xxxx Reference xx date x Tips xxx maintaining xxxxxx well-being x shrm xxxxxxxxx at xxxxx www xxxx org xxxxxxxxxxxxxxxxx tools-and-samples xxxxxxxx pages xxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxx aspx xxxxxxxx August xxxxx of xxxxxxxx worker xxxxxxxx BrightHR xxxxxxxxx at xxxxx www xxxxxxxx com xxxxxxxx contracts xxxxxxxxxxxxxxxxxxxxxxxx Accessed xxxxxxMore Articles From Human Resource
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