Reference no: EM132651463
Case Study Jenny, an employee of Global Man Market, was warned about her excessive
The Effects of Employee Absences absenteeism several times. Her boss had done this in two ways; both verbally and in writing. The written warning included notice that "further violations will result in disciplinary actions," including suspension or discharge and Jenny was asked to sign off on the warning to make certain that she understood the warnings. A few days after the written warning was issued, Jenny called in to work one morning to say that 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. Her supervisor, Claudia, 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 Jennydid not report for her shift, Claudia immediately suspended her for fifteen days.
In a subsequent hearing, Jenny argued that it was not her fault that the babysitter had cancelled. She further protested to the officers of the company that she had no other choice but to stay home. Claudia pointed out that Jenny had not made a good faith effort to find an alternate babysitter, nor had she tried to swap shifts with a co-worker. Furthermore, Claudia said that the lack of a babysitter was not a justifiable excuse for being absent.
Answer the Following Questions:
Was the suspension fair? Was Claudia fair in her actions?
Did Claudia act responsibly? Why or why not?
Should Jenny be fired?
Is there ever a solution for working mothers?
What specific options might have resolved this issue?
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