KVann_Case13.2_03012011

KVann_Case13.2_03012011 - Case Study 13.2 1 Absenteeism...

Info iconThis preview shows pages 1–2. Sign up to view the full content.

View Full Document Right Arrow Icon
Case Study 13.2 1 Absenteeism policies are usually pretty clear cut and dry when it comes to the termination portion of the policy. In Mary Schwartz’s case the company must initially look to what is beneficial for the company. Most corporations have a section of their absenteeism policy that allows for so many paid or unpaid days of leave (be it for illness, death, pregnancy, etc.). As the years progressed, it seemed that Mary’s problem continued to increase her days off. This in no way shape or form can possibly be beneficial to the company. Therefore, the company must look at all records including her previous work history when determining whether or not to fire Ms. Schwartz. The role of her previous work history most likely will not play a large role in the decision making process because for the last three out of nine years she has been increasingly absent. In the specific instance of the department manager asking / requesting that all employees work overtime on Saturday, Mary refused “due to personal reasons”. In this
Background image of page 1

Info iconThis preview has intentionally blurred sections. Sign up to view the full version.

View Full DocumentRight Arrow Icon
Image of page 2
This is the end of the preview. Sign up to access the rest of the document.

This note was uploaded on 08/21/2011 for the course ACCT 1221 taught by Professor Adgams during the Spring '11 term at Stetson.

Page1 / 2

KVann_Case13.2_03012011 - Case Study 13.2 1 Absenteeism...

This preview shows document pages 1 - 2. Sign up to view the full document.

View Full Document Right Arrow Icon
Ask a homework question - tutors are online