Human Resources and Ethics
Source: Utah Valley State College http://www.uvsc.edu/ethics/curriculum/business/
Case Study: Employee Absence by Stephen Adams
Graphics and Commercial Art
Joan, an employee of Great American Market, was warned about her excessive absenteeism several times, both verbally and in writing. The written warning included notice that "further violations will result in disciplinary actions," including suspension or discharge.
A short time after the written warning was issued, Joan called work to say she was not going to be in because her babysitter had called in sick and she had to stay home and care for her young child. Joan's supervisor, Sylvia, told her that she had already exceeded the allowed number of absences and warned that if she did not report to work, she could be suspended. When Joan did not report for her shift, Sylvia suspended her for fifteen days.
In a subsequent hearing, Joan argued that it was not her fault that the babysitter had canceled, and protested that she had no other choice but to stay home. Sylvia pointed out that Joan had not made a good faith effort to find an alternate babysitter, nor had she tried to swap shifts with a co-worker. Furthermore, Sylvia said that the lack of a babysitter was not a justifiable excuse for being absent.
Questions:
Was the suspension fair?
Did Joan act responsibly?
Should she be fired?
Should the babysitter be fired?
Was Sylvia fair in her actions?
Is there ever a solution for working mothers?
Should working fathers take turns staying home?
Should Great American Market provide daycare?
Case Study: Substance Abuse by Stephen Adams
Graphics and Commercial Art
Fred, a 17-year employee with Sam's Sauna, was fired for poor job performance and poor attendance, after accruing five disciplinary penalties within a 12-month period under the company's progressive disciplinary policy. A week later, Fred told his former supervisor that he had a substance abuse problem.
Although there was no
Case Study: Employee Absence by Stephen Adams
Graphics and Commercial Art
Joan, an employee of Great American Market, was warned about her excessive absenteeism several times, both verbally and in writing. The written warning included notice that "further violations will result in disciplinary actions," including suspension or discharge.
A short time after the written warning was issued, Joan called work to say she was not going to be in because her babysitter had called in sick and she had to stay home and care for her young child. Joan's supervisor, Sylvia, told her that she had already exceeded the allowed number of absences and warned that if she did not report to work, she could be suspended. When Joan did not report for her shift, Sylvia suspended her for fifteen days.
In a subsequent hearing, Joan argued that it was not her fault that the babysitter had canceled, and protested that she had no other choice but to stay home. Sylvia pointed out that Joan had not made a good faith effort to find an alternate babysitter, nor had she tried to swap shifts with a co-worker. Furthermore, Sylvia said that the lack of a babysitter was not a justifiable excuse for being absent.
Questions:
Was the suspension fair?
Did Joan act responsibly?
Should she be fired?
Should the babysitter be fired?
Was Sylvia fair in her actions?
Is there ever a solution for working mothers?
Should working fathers take turns staying home?
Should Great American Market provide daycare?
Case Study: Substance Abuse by Stephen Adams
Graphics and Commercial Art
Fred, a 17-year employee with Sam's Sauna, was fired for poor job performance and poor attendance, after accruing five disciplinary penalties within a 12-month period under the company's progressive disciplinary policy. A week later, Fred told his former supervisor that he had a substance abuse problem.
Although there was no