Las Casuelas Restaurant: Case Study
Ms. Coffin owns and operates Las Casuelas Restaurant. She manages and supervises 19 employees at her family owned business which has been in business since 1958. Her restaurant serves Mexican cuisine
Dishes.
She hired Ms. Miramontes on August 29, 2016, as a part-time Prep Cook. She hired her to work two to three days out of the week, preferably to work on Friday, Saturday, and Sunday to work an eight-hour workday. She earned an hourly wage of $10.50 per hour, where she would be pain bi-monthly by company check. She was not offered health insurance.
Ms. Coffin said Ms. Miramontes’ last day of work was on January 2, 2017, when she arranged for her to meet with her at the restaurant to discuss her job performance. She said she it was her intention to terminate Ms. Miramontes because she was not working up to …show more content…
what her expectations were, which affected the workload with other employees.
The meeting with her started at 9:00 a.m., while she proceeded to explain to Ms.
Miramontes for her reason to fire her when she pleaded with her not to fire her. She asked for a second chance and promised to work harder. After feeling sorry for her, she said she offered her an opportunity to improve on her job performance before she decides on her fate.
After the meeting with Ms. Miramontes, she allowed her to finish the day working at the restaurant before she left early that afternoon. She said when she was home she never received any phone calls from the restaurant or Ms. Miramontes about any slip or falls which allegedly occurred with the claimant.
On January 3, 2017, Ms. Coffin received a phone call at home from a Server, Ms. Erika Ramos who informed her that Ms. Miramontes was calling the restaurant looking for her. She did not specify what the reason for the phone calls was, at which time she called her back on her cell phone. During the brief conversation, she had with Ms. Miramontes she conveyed that she was in a lot of pain when she slipped and fell yesterday on her back. She said she would not be coming back to work until she sees her
doctor.
Ms. Coffin said Ms. Miramontes did not specify that her alleged injury was work-related or occurred at the restaurant. With that said, Ms. Coffin believed that the injury may have occurred elsewhere and did not offer her to be medically evaluated for her alleged back injury.
After the phone call on January 3, 2017, she had not heard from Ms. Miramontes until she discovered that she came from the restaurant on January 5, 2017, and dropped off medical documentation for treatment. She believes that Ms. Miramontes expects for her to pay for her accrued medical costs for a non-work related injury.
Ms. Coffin stated Ms. Miramontes is no longer employed with her restaurant after she was considered a no show no call employee when she failed to answer the phone calls made to her from January 3rd through January 5th, 2017.
Dishes.
She hired Ms. Miramontes on August 29, 2016, as a part-time Prep Cook. She hired her to work two to three days out of the week, preferably to work on Friday, Saturday, and Sunday to work an eight-hour workday. She earned an hourly wage of $10.50 per hour, where she would be pain bi-monthly by company check. She was not offered health insurance.
Ms. Coffin said Ms. Miramontes’ last day of work was on January 2, 2017, when she arranged for her to meet with her at the restaurant to discuss her job performance. She said she it was her intention to terminate Ms. Miramontes because she was not working up to …show more content…
what her expectations were, which affected the workload with other employees.
The meeting with her started at 9:00 a.m., while she proceeded to explain to Ms.
Miramontes for her reason to fire her when she pleaded with her not to fire her. She asked for a second chance and promised to work harder. After feeling sorry for her, she said she offered her an opportunity to improve on her job performance before she decides on her fate.
After the meeting with Ms. Miramontes, she allowed her to finish the day working at the restaurant before she left early that afternoon. She said when she was home she never received any phone calls from the restaurant or Ms. Miramontes about any slip or falls which allegedly occurred with the claimant.
On January 3, 2017, Ms. Coffin received a phone call at home from a Server, Ms. Erika Ramos who informed her that Ms. Miramontes was calling the restaurant looking for her. She did not specify what the reason for the phone calls was, at which time she called her back on her cell phone. During the brief conversation, she had with Ms. Miramontes she conveyed that she was in a lot of pain when she slipped and fell yesterday on her back. She said she would not be coming back to work until she sees her
doctor.
Ms. Coffin said Ms. Miramontes did not specify that her alleged injury was work-related or occurred at the restaurant. With that said, Ms. Coffin believed that the injury may have occurred elsewhere and did not offer her to be medically evaluated for her alleged back injury.
After the phone call on January 3, 2017, she had not heard from Ms. Miramontes until she discovered that she came from the restaurant on January 5, 2017, and dropped off medical documentation for treatment. She believes that Ms. Miramontes expects for her to pay for her accrued medical costs for a non-work related injury.
Ms. Coffin stated Ms. Miramontes is no longer employed with her restaurant after she was considered a no show no call employee when she failed to answer the phone calls made to her from January 3rd through January 5th, 2017.