The Case of the 10 th Absence

Question

Human Resources Case Study:

“The Case of the 10 th Absence”

Background:

Susan Hayes has been an employee of XYZ Company for 10 years. During that time, she has

received several awards and recognition for outstanding service. She has consistently been

rated “Exceeds Expectations” on her performance evaluations, that is, until her last one, six

months ago. It was noted on that evaluation by her manager, Linda Evans, that Susan had

several unexcused absences and a few tardies, and as a result her overall performance rating

was “Meets Expectations” (all aspects other than attendance were highly rated).

The XYZ Company has a point-based attendance policy. Specifically, one can accumulate up to

9 unexcused absences in a 12-month period before being subject to termination. Each absence

costs the employee one point, and each tardy costs ½ point. At 7 points, the employee

receives a verbal counseling (which is documented in file), at 8 points she receives a Written

Warning, and at 9 points a “Final” Written Warning, which states that any further unexcused

absences or tardies will result in termination. (Note: FMLA absences do NOT count toward

these points).

Over the last six months Susan managed to accumulate 9 points, for various reasons: car

trouble, sick child (not FMLA), and her own periodic illnesses. She received a “Final Written

Warning” as a result. (She was counseled as per policy at 7 and 8 points).

Yesterday morning, Susan did not show up for work or call in (as required). Finally, around noon

(five hours after her scheduled start time), Susan called Linda to say that her sister had been in

an automobile accident early that morning, and Susan rushed to the hospital to see if she was

OK (she was, just a little banged up). In all the commotion and concern, Susan just didn’t think

to call in. She felt awful and was very apologetic, knowing she was at the limit of the

attendance policy.

Linda is now struggling with what to do and comes to HR (you) for advice. How would you

answer the following questions (Please explain/ justify your answers)?

 How would the culture impact Linda’s decision?

 Make the case for firing Susan

 Make the case for NOT firing Susan

 What is the impact of each decision on the engagement of the rest of the staff? What

would they think if she fires Susan? What would they think if she does not?

 What are the longer-term impacts of Linda’s decision?