Case Study 2: Can't The Absence Be Ignored?

Most organizations have policies and practices regarding absences from the workplace, and these same organizations usually track and monitor attendance and will take action when absence appears to be excessive. But what does the company do if a superior performance is frequently absent?

Caleb has been with a sales organization for about 10 years and has consistently met and exceeded his obiectives each vear.

The company feels that its success and growth have been accomplished partially through Caleb's good work.

Over the past several months, Caleb's manager, Soon Lee, has noticed that the times Caleb is late or absent have been increasing. The manager asked that an analysis be done of Caleb's attendance over the previous 2 months and discovered a consistent pattern of Caleb absent on either a Friday or a Monday every couple of weeks. This information only provided full absences and did not account for any days left early, or coming in late. Soon Lee only had memories of his tardiness, and with his superior performance she was reluctant to bring it up with him.

After several months, other employees spoke to Soon Lee about Caleb's absences and the increased pressure it was putting on them to handle the clients. Soon Lee knew she has to do something, as tensions in the work environment were increasing.

When Soon Lee met with Caleb about it, he immediately went on the defensive and explained that he wasn't absent very often and even if he was it shouldn't matter given his superior performance. Soon Lee decided it was important to clarify expectations about the attendance even with superior performance. Caleb wasn't happy but said he did understand and would improve.

However, the attendance didn't change and Soon Lee had another discussion with him. She warned Caleb that any further patterns of absenteeism would result in termination.

Unfortunately Caleb's performance of absences continued, and after another 3 months of repeated warnings Soon Lee was forced to terminate one of her best employees.

1. Do you think Soon-Lee was correct in deciding to terminate Caleb when she did? Why or why not?
2. Was there something else Soon-Lee could have done? If so, what?
3. Take the position of Caleb. What could of he of done differently to continue working at his workplace and keep his same schedule? Take the position of a fellow employee, where you happy or upset about what happened to Caleb?