Maple Leaf Shoes Case Summary

Problem Statement

The problem seems to be in this case is with the absenteeism policy at Maple Leaf Shoe. Ltd

as the employee taking advantage of sick leave as mentioned of Ms. Glenda Feltham

grievance, which needs to address. There should be improvement in the policy related to the

absenteeism in the firm.

•Internal and External Factors-

Internal factors adding to this issue includes absence of proper rules or act for nonattendance

in the organisation as they are not been refreshed from long time which encourages the

employees to be missing from the workplace as there is not any solid penalty for being late or

failing to give proper explanation for absent. Indeed, even the agreement amongst union and

Maple Leaf Shoes is another
contributing element for non-appearance from work since it

doesn't express the issue of absenteeism from work it simply expresses that employer does

not fire or suspended the employee until they have some solid or particular reason for

expelling the worker. The union side in this case seems to be external factor.

The another external factor seems to in this case is the health issues which cannot be

neglected as they are not under control of anyone and act reason for being absent from the

work.
Some family issues are also act as external factor, which might be the reason of being

absent or late from work.

•Options and Analysis-

Here for this situation, Glenda was absent for a few events because of their family and health

issues. Nevertheless, her week prior as she phoned and told that she was not well but next day

she gave different reason or explanation for being absent from work. From these all situations

it seems that she is not faithful towards her work as she gave faltering excuses either she does

not like her duty or might she is lazy and not want to do work. Facilitate poor administration

for not authorizing the arrangements entirely is another reason for this issue. If the strict

action not taken to this situation this might be go more worse in future. Instead of giving

just a verbal explanation of her past nonattendance a proper detailed clarification should be

taken or in case of being sick a proper doctor note should be asked . Another choice for this

situation is to arrange the better understanding and dealing in both union and manager try
to

solve issues in consideration of long term haul of labour and management.

Instead of accepting the employee excuses for exceeding the vacations limit, they must be

asked for written explanation and this will be not possible unless there is proper

understanding between management and union. Secondly, to encourage the employee they

should be rewarded which act as motivation and commitment tool for them and enhance their

work performance.

•Recommendations-

From above it is clear that there is need of either new policy or changes in the previous

statement on absenteeism to solve this problem as this problem might be worse in future.

They can add reward system to reduce the number of absence or also strict guideline to

decrease the number of absentees like written explanation, specialist note in case of sick .

•Implementation-

To implement it properly the employee should be aware of company policies at the time

when they join. This can be done by properly highlighting the company policies in the

contract and signing by the employees so that they cannot be step back or able to give excuse

in future. The employee should be aware of penalties they have if they does not follow the

rule.

Reference

Schwind Hermann, et al.Canadian Human Resource Management.McGrew-Hill Ryerson, 2016.Chapter 13