Maple Leafs Computing Services (MLCS), a provider of HR software application systems, prides itself on the variety of benefits it offers employees. In addition to healthcare, pension, and vacation benefits, the company also offers an attractive family-friendly benefits package including flexible schedules, childcare and eldercare assistance, counselling services, adoption assistance, and extended parental leave. Unfortunately, the company’s progressive work–life policy has experienced a backlash from several employees, as the following case illustrates. In March 2014, Mala Wifey was hired by MLCS as a software accounts manager. With excellent administrative and technical skills, plus four years of experience at Adaptable Software, MLCS’s main competitor, Mala became a valued addition to the company’s marketing team. As a mother with two grade-school children, Mala received permission to take Fridays off. She was also allowed to leave work early or come in late to meet the demands of her children. Mala is one of 11 software account managers at MLCS. The problem for MLCS, and particularly Janis Blancero, HR manager, began in the fall of 2013. On September 15, Lana Bajana, citing “personal reasons”—which she refused to discuss— requested a 4-day workweek for which she was willing to take a 20 percent cut in pay. When Lana asked for the reduced work schedule, she sarcastically quipped, “I hope I don’t have to have kids to get this time off.” On October 3, Lilman Cutee, a world-class marathon runner, requested a flexible work-hours arrangement to accommodate his morning and afternoon training schedule. Lilman is registered to run the London, England, marathon. Just prior to Lilman’s request, Amelia Neymie asked for, and was granted, an extended leave for her university examinations in December. If these unexpected requests were not enough, Janis has heard comments from senior account managers about how some employees seem to get ”special privileges,” whereas the managers work long hours that often require them to meet around-the-clock customer demands. Janis has adequate reason to believe that there is hidden tension over the company’s flexible work-hours program. Currently, MLCS has no formal policy on flexible schedules. Furthermore, with the company’s growth in business combined with the increasing workload of software account managers and the constant service demands of some customers, Janis realizes that she simply cannot grant all the time-off requests of her employees.

Questions 

1. Do managers such as Janis Blancero face a more complicated decision when evaluating the personal requests of employees versus evaluating employees’ individual work performance? Explain. 

a. Should MLCS establish a policy for granting flexible work schedules? Explain. 

b. If you answered yes, what might that policy contain? 

2. If you were Janis Blancero, how would you resolve this dilemma? Explain.