Helen checked and Mary had only three remaining days of accrued sick leave available to her.Mary did not return to work until today. She went to the ladies’ room for an hour. When she emerged, shewent into Helen’s office and asked for an immediate transfer to some other department “where thepressure isn’t so great.”She seemed very agitated and would not look Helen in the eye. Helen told her toreturn to her desk and pick up on her work as well as she could until Helen could look into things moreclosely. It was then that Helen met with her boss, Betty Alden. They were trying to decide what to do.In thinking about where things stood now, Helen knew that Mary’s presence in the unit was becoming asource of contention and disgruntlement.Everyone knew that she had some kind of problem, and mostpeople thought it was due to drugs or alcohol, or both, although no one had ever personally seen her use orabuse either. Since her work was now so erratic, the other employees in the unit had to regularly back upher work by either finishing it or correcting it. She seemed to have no remorse about her conduct and couldnot presently be counted on to try to correct it.Helen wanted to fire her. As she explained to Betty: “When she’s here, she fights with everyone, andI’ve never sure when she’s coming to work or how long she’ll stay.She’s hopeless. I hate to do this, butshe has screwed up just too much.Betty, as unit manager, could see that a previously valued and productive member of her department hadfor some reason, fallen well below accepted work standards. Both Betty and Helen believed there must besome serious, extenuating circumstances affecting Mary, although they didn’t know for certain what it was.Betty was concerned whether there could be any legal problems in firing someone in this condition. Bettyreminded Helen that the company did have an Employee Assistance Program (EAP)and wonderedwhether they should try to involve Mary in the EAP before taking further action.Guide Questions1.Assume that you are the current HR manager. Evaluate Mary’s behavior and discuss theaction plan you intend to perform before making a decision. Make sure you consider theEqual Employment Opportunity laws to avoid discriminatory practices. (7 marks).
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- Human Resource Management, Mary Corey