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Benefiting Connie

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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eduardo villanueva
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100 views2 pages

Benefiting Connie

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.

Uploaded by

eduardo villanueva
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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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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