Question

The questions must be answered entirely in order

Rita is an employee who has worked for your company for over 25 years. She never took vacation or sick time, so she has enough time saved to go on leave at full pay for over a year. She recently was diagnosed with a serious illness, and there is no telling whether she can or will recover. She submits paperwork for medical leave and is approved. It is unknown how long her treatment will take.

After three months, Rita is still undergoing treatment and doesn’t know when she can come back. You feel bad, but you also need to fill her position due to business necessity. Under the law, you’ve legally given her enough time off for medical leave, so legally you can terminate her employment. If Rita is let go, she will lose her health benefits, which she needs to continue treatment. If she isn’t let go, your company will suffer financial harm because an employee is needed to do Rita’s job. Basically, you would be paying for a replacement while also paying Rita’s salary.

1. What should you do and why: terminate Rita, or keep on her on the payroll?
2. What are the stakeholder relationships you need to balance in this fact pattern?
3. Is it ethical to let Rita go?

Answer 1

Question: What should you do and why: terminate Rita, or keep on her on the payroll?

Answer: Rita has been the loyal employee for the company for over 25 years. 25 years is a long period, she has been with the company in the ups & downs, in the good & bad times. Moreover, she has never taken vacation or sick time and has enough time saved to go on leave at full pay for over a year.

She was there with the company when the company needed her, of course she was paid remuneration for the same but here it is the question of loyalty with the company (her employer). Exhausting her medical leave give the company right to terminate her service, however it will take away the medical benefits which she needs the most in her difficult time. Corporate decisions are taken many a times looking at the financials, but a little humane touch is required here as a special case (these things are exceptional), after all the company is run by human being and being human is what is required to be done.

Company should extend her medical leave & provide her full support. At the same time company should hire a contractual employee so that the work is not suffered. Rita can rejoin after she has recovered.

Question: What are the stakeholder relationships you need to balance in this fact pattern?

Answer: The stakeholder relationships to be balanced are as under:

Employee – employer relationship

HR – Management relationship

HR – Rita relationship

HR – New Contractual employee relationship

HR – Rita’s family relationship

For the stakeholder relationship to be effective a balanced approach needs to be maintained within different stakeholder for getting the desired outcome. Proper identification of stakeholders needs to be done. The targeted result to be achieved should be properly identified. The communication with the stakeholders needs to be very effective. Hear out and understand the stakeholders and provide proper feedback. Company should provide alternatives or solutions so that things are managed smoothly. Deliver what is promised.

Question: Is it ethical to let Rita go?

Answer: It is not at all ethical for Rita to be let go. She has contributed to the company’s goals and achievement for a long 25 years. She had never taken vacations, never been off duty for medical reasons, moreover has accumulated paid leave for over a year. She helped company when it was needed. No its time to reciprocate, provide her needed support, financially, medically & emotionally. This will be a true reward for her loyalty.