Hanna Banana, a registered nurse has been with Apex Hospital for eight years. Fo

Question

Hanna Banana, a registered nurse has been with Apex Hospital for eight years. For five consecutive years, she was awarded Model Employee. Things changed in 2015 in her sixth year of employment when she became an absentee employee.
The HR records showed that Hanna was absent 10%, 16% and 26% respectively for the years 2015, 2016 and 2017. However, unlike other absentee employees, her absences were genuine and verifiable. On all these occasions, no formal warning /notice was given to her. On January 15, 2016, she together with five other nurses were required to render overtime work on a Saturday due to the increase in the number of dengue patients. They all agreed except Hanna who cited "personal reasons" for her refusal to work.
On January 19, 2018, her supervisor with the concurrence of the manager terminated her employment for frequent absenteeism. She did not contest her attendance record but instead contemplated on suing the hospital for illegal dismissal. She pointed out a section in the policy manual which states that employees will be warned for absenteeism before they are terminated. Management maintains that warning her would serve no purpose as she was unable to prevent her continued illness from occurring. Her refusal to work overtime indicated lack of concern for her job.


Discuss:
1. What role, if any, did her past performance play in this particular case? Explain. 2. Does management have the right to demand the reason for refusal to work overtime? 3. Evaluate the reasons given by Hanna and management. If you were a member of the peer review complaint committee, whose side would you take and why. Support your answer with the facts of the case. Hanna Banana, a registered nurse has been with Apex Hospital for eight years. For five consecutive years, she was awarded Model Employee. Things changed in 2015 in her sixth year of employment when she became an absentee employee.
The HR records showed that Hanna was absent 10%, 16% and 26% respectively for the years 2015, 2016 and 2017. However, unlike other absentee employees, her absences were genuine and verifiable. On all these occasions, no formal warning /notice was given to her. On January 15, 2016, she together with five other nurses were required to render overtime work on a Saturday due to the increase in the number of dengue patients. They all agreed except Hanna who cited "personal reasons" for her refusal to work.
On January 19, 2018, her supervisor with the concurrence of the manager terminated her employment for frequent absenteeism. She did not contest her attendance record but instead contemplated on suing the hospital for illegal dismissal. She pointed out a section in the policy manual which states that employees will be warned for absenteeism before they are terminated. Management maintains that warning her would serve no purpose as she was unable to prevent her continued illness from occurring. Her refusal to work overtime indicated lack of concern for her job.


Discuss:
1. What role, if any, did her past performance play in this particular case? Explain. 2. Does management have the right to demand the reason for refusal to work overtime? 3. Evaluate the reasons given by Hanna and management. If you were a member of the peer review complaint committee, whose side would you take and why. Support your answer with the facts of the case. Hanna Banana, a registered nurse has been with Apex Hospital for eight years. For five consecutive years, she was awarded Model Employee. Things changed in 2015 in her sixth year of employment when she became an absentee employee.
The HR records showed that Hanna was absent 10%, 16% and 26% respectively for the years 2015, 2016 and 2017. However, unlike other absentee employees, her absences were genuine and verifiable. On all these occasions, no formal warning /notice was given to her. On January 15, 2016, she together with five other nurses were required to render overtime work on a Saturday due to the increase in the number of dengue patients. They all agreed except Hanna who cited "personal reasons" for her refusal to work.
On January 19, 2018, her supervisor with the concurrence of the manager terminated her employment for frequent absenteeism. She did not contest her attendance record but instead contemplated on suing the hospital for illegal dismissal. She pointed out a section in the policy manual which states that employees will be warned for absenteeism before they are terminated. Management maintains that warning her would serve no purpose as she was unable to prevent her continued illness from occurring. Her refusal to work overtime indicated lack of concern for her job.


Discuss:
1. What role, if any, did her past performance play in this particular case? Explain. 2. Does management have the right to demand the reason for refusal to work overtime? 3. Evaluate the reasons given by Hanna and management. If you were a member of the peer review complaint committee, whose side would you take and why. Support your answer with the facts of the case.

Explanation / Answer

Answer

1.her performance was admired and awarded her with title model of the employee, instead of improving and keeping her performance growth, it impacted adversely, as she started remaining absent. But, she has genuine reason for the absenteeism. He performance was good for about 5 consecutive years but after that she was showing unproductive behaviour by remaining absent. Her past performance role may have made her think the job is same and boring, it is not necessary to work on over time, such kind of feeling nights have made her to do it. With no notice and warning she took it lightly to continue remaining absent.

2. Yes the management have right to demand the reason for refusal to work over time, and they can ask for overtime work if the employees didn't complete 40hrs of work per week.

3. Hanna would have justified her absenteeism, and refusal to work overtime, she stated that employees will be provided with notice before terminating them, that is for remaining absent. Now the managers also considered her refusal to do overtime and they have right to fire an employee if they don't meet the requirements.

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