CASE 4

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  isciplinary 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  uspended 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?

Answer

1.Was the suspension fair?

Yes, I think the suspension was fair. Over a period of time, Joan was warned several times abouther excessive absenteeism, both verbally and in writing, but she did almost nothing about resolvingthe problem. Joan hasn't shown an inclination to look for alternate solutions and she just expectsGreat American Market to put up with her excessive absenteeism, and the loss in productivity thatcomes with it. It appears to me that only a suspension would drive the point hard in this case.

2.Did Joan act responsibly?

 No, I don't think Joan acted responsibly. In spite of receiving verbal and written warningsnumerous times, Joan just did not put in efforts to make a backup plan for her baby's care. Joanacted irresponsibly by not finding an alternate babysitter or daycare center. Added to this, Joan didnot even try to swap shifts with a co-worker.

3.Should she be fired?

 Not yet. I think Joan should be given another opportunity after her 15-day suspension period. Joancan use this time to make up a good plan for her baby's care, probably by making an arrangementwith an alternate babysitter who can step-in when the regular babysitter is unavailable, or byconsidering a regular, nearby day care center.