Ms. Mary Smith the case of the SMOKING stick?

Mary Smith was employed with the Niagara Widget company, which was classified as a manufactory company. Mary had been employed for 5 years working as a quality control associate.

Marys work schedule was considered shift work, and she worked a rotation of 2 weeks days, 2 weeks afternoons and 1-week midnights. (DAM rotation)

Marys attendance record for the last 5 years was fairly impressive, as she just received a perfect attendance award for 3 months free of absences. She received this award on February 1, 2020.

On February 14, 2020, Mary had an altercation with her Supervisor as she was found smoking in the smoke area on an unscheduled break. This had been the 3rd time in less than 2 months that her Supervisor spoke with her regarding this type of behaviour. Mary was told that this would be reviewed by her Manager and will be looking at disciplinary action.

On February 16, 2020, Mary called in absent for 5 consecutive shifts. She returned the following Monday February 23, 2020 with documentation from a note stating Mary was absent due to medical complications. This note was written by a Dr. Jones.

On February 24, 2020, Mary again called in absent stating her doctor had her off for another 5 days. Mary returned to work on March 1, 2020, with a note from a Dr. Martin stating, Due to illness, Mary could no longer work shift work. Mary must work steady 8:00 4:30.

Mary sat down with her immediate Supervisor who began asking Mary specific questions regarding the accommodation request. In the end Mary had provided little to no additional information so Marys Supervisor requested her to go to her doctor to get additional details prior to the Leadership team reviewing her request for this accommodation. Mary left the meeting and was later found in the smoke area on an unscheduled break. When her Supervisor approached her to further discuss the reasons for her not working and taking another unscheduled break, Mary stated she was not working in this type of environment and would be leaving immediately- and you best stop harassing me!!.

The following workday morning Mary faxed in another Dr. note from a Dr. Barnes, stating Mary required 3 days off. On the third day of her most recent absence Mary faxed in another note from a Dr. Jamison. DDS stating, she was having dental issues, which required further investigation, she would remain off work until further notice.

Marys supervisor requested; Mary continue calling in her absences until she provided clear documentation regarding her continued absences as well as her restrictions. On March 18, 2020, Mary ceased reporting her absences. When her supervisor tried to contact her with the number she had on file, the telephone number was discontinued.

As the HR Manager please provide the following information:

*How will you get in contact with Mary?

*What type of investigation will you be conducting?

*Has Mary abandoned her job?

*Is there a conflict that requires attention?

*Is Marys request for accommodation valid?

*What type of letter/questions will you ask her doctor to better understand her need for straight day shift.

*Do you think something happened to Mary behaviour change?

*What resources will you be offering Mary?

*What resources will you be offering her Supervisor Does anyone need training?

*Workplace illness?

Please provide me with your thought process and reasons for why you made the decisions you felt were needed to be made in order to manage this case