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    Benefiting Connie

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    eduardo villanueva
    Connie has worked as a sales agent for a telemarketing firm for four years. She moved to the night shift two years ago and complained that her supervisor was picking on her by nagging her about breaks and scheduling her breaks at different times than her friend. Recently, Connie requested her sixth medical leave of the year but was denied any future unpaid leaves since her leaves were becoming excessive. Connie felt this was unfair since she regularly used her monthly sick leave. The case questions how to address issues with Connie and prevent problems with benefits guidelines from arising with other employees.

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    Benefiting Connie

    Uploaded by

    eduardo villanueva
    47 views2 pages
    Connie has worked as a sales agent for a telemarketing firm for four years. She moved to the night shift two years ago and complained that her supervisor was picking on her by nagging her about breaks and scheduling her breaks at different times than her friend. Recently, Connie requested her sixth medical leave of the year but was denied any future unpaid leaves since her leaves were becoming excessive. Connie felt this was unfair since she regularly used her monthly sick leave. The case questions how to address issues with Connie and prevent problems with benefits guidelines from arising with other employees.

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    Benefiting-Connie (1)

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    Connie has worked as a sales agent for a telemarketing firm for four years. She moved to the night shift two years ago and complained that her supervisor was picking on her by nagging her about breaks and scheduling her breaks at different times than her friend. Recently, Connie requested her sixth medical leave of the year but was denied any future unpaid leaves since her leaves were becoming excessive. Connie felt this was unfair since she regularly used her monthly sick leave. The case questions how to address issues with Connie and prevent problems with benefits guidelines from arising with other employees.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    47 views2 pages

    Benefiting Connie

    Uploaded by

    eduardo villanueva
    Connie has worked as a sales agent for a telemarketing firm for four years. She moved to the night shift two years ago and complained that her supervisor was picking on her by nagging her about breaks and scheduling her breaks at different times than her friend. Recently, Connie requested her sixth medical leave of the year but was denied any future unpaid leaves since her leaves were becoming excessive. Connie felt this was unfair since she regularly used her monthly sick leave. The case questions how to address issues with Connie and prevent problems with benefits guidelines from arising with other employees.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    of 2

    Benefiting Connie

     
    Connie Carlingson has been an inbound sales agent for a telemarketing firm in Arizona
    for four years.  The firm employs 240 people who take reservations for a national hotel
    chain when customers call a toll-free telephone number.  Approximately two years ago
    Connie voluntarily moved to a night shift position.
                Shortly after her move she began complaining to the night shift manager that her
    immediate supervisor was picking on her.  In particular, Connie alleged that her
    supervisor was constantly nagging her about taking breaks that were too long.  She also
    said that the supervisor was deliberately scheduling her breaks at different times than
    when her close friend had hers.  Eventually, Connie complaining led the night manager
    to talk to the supervisor and those complaints seemed to subside.  However, a new
    problem with Connie has recently developed.
                During her four years of employment Connie has regularly used sick leave.  The
    company policy provided for employees to receive sick leave only as it is accrued,
    which means that an employee earns one day of sick leave for each month of
    employment.  Because Connie has consistently taken at least one day of sick leave
    each month, she almost never has accumulated any carry-over sick leave time. 
    Therefore, she has been forced to request unpaid medical leaves of absence whenever
    she has had the flu or some other health problem.  Always in the past these leaves
    have been granted to Connie without too many questions being asked.
                Recently Connie requested a medical leave for the sixth time this year.   When
    the supervisor and night manager brought Connie’s request to the attention of the
    director of the reservation center, the director granted Connie’s request but told her that
    her medical leaves were becoming excessive and the company would no longer grant
    leaves of absence to her for any reasons.  Connie became very upset when she heard
    this and told the director, “Now, I’m not a complainer, but it’s not fair.”
     

    Question
     
    1. What problems exist with the benefits program offered by the employer, as
    described in the case?
    There are no proper guidelines regarding leaves, Connie was able to regularly use sick
    leave even if she isn’t sick and was not able to get a paid leave when she really was.
    Most employers allow sick leaves as long as it is within the guidelines such as in this
    case, once a month. However, the director suddenly decided that even though it was
    only the sixth time that year, Connie will not get paid for the sick leave.
     2. What can be done to deal with Connie and to prevent similar problems from arising
    with other employees in the future?      
    There should be proper and set guidelines regarding sick leaves so that it would be
    more clear and there won’t be any unexpected and sudden situations. The guidelines
    should include whether sick leaves can be used as indicated (once per month) or it can
    only be used if an employee is really sick which may require additional requirements for
    validation. The employer should also guide the employees as to how to use the benefit
    wisely. The workplace should also be monitored if there are interpersonal problems.

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