John's Reaction
CASE -1 (20 Marks)
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: 1. Was the suspension fair? 2. Did Joan act responsibly? 3. Should she be fired?
Ans: 1. Joan being the employee of Great Indian market was already been warned about her excessive absenteeism several times both verbally and in writing. According to Joan’s latest excuse it is pretty fair to suspend the employee. Joan’s excuse on babysitter, as Sylvia’s logic it is correct that Joan could have tried for another babysitter swapping the shift with her co-worker.
2. Joan would have swapped her shift with co-worker to buy time to find the babysitter. Since Joan has been warned verbally and in writing she should avoid such instances to happen again. In this scenario both players has to watch out ethics
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: 1. Was the suspension fair? 2. Did Joan act responsibly? 3. Should she be fired?
Ans: 1. Joan being the employee of Great Indian market was already been warned about her excessive absenteeism several times both verbally and in writing. According to Joan’s latest excuse it is pretty fair to suspend the employee. Joan’s excuse on babysitter, as Sylvia’s logic it is correct that Joan could have tried for another babysitter swapping the shift with her co-worker.
2. Joan would have swapped her shift with co-worker to buy time to find the babysitter. Since Joan has been warned verbally and in writing she should avoid such instances to happen again. In this scenario both players has to watch out ethics