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:

1) Was the suspension fair?

2) Did Sylvia act responsibly?

3) Should Joan be fired?

4) Should the babysitter be fired?

5) Was Sylvia fair in her actions?

6) Is there ever a solution for working mothers?

7) Should working fathers take turns staying home?