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Description: The business ethics of name blocking. Case study: Joan, an employee at a large American supermarket, was warned that she was overworked…
Business Ethics Case Studies With Solutions
Business Ethics Case Study Title Block: AbsenceJoan, an employee at Great American Market, was repeatedly warned verbally and in writing for her excessive absences. The written warning contained a warning that “subsequent violations will result in disciplinary action, including suspension or dismissal.” Shortly after receiving the written notice, Joan called her work and said she wouldn’t be coming because the baby had called. She got sick from staying at home and taking care of her child. Joanne’s supervisor, Sylvia, told her that the number of absences exceeded the number allowed and warned her that she could be fired if she didn’t show up. When Joan didn’t show up for her shift, Sylvia suspended her for fifteen days. Later in the hearing, Joan protested that it wasn’t her fault for rejecting the baby and that she had to stay home. Sylvia noted that Joan had not tried to have a child or change shifts with a partner. Also, Sylvia said that the absence of a nanny was not a valid reason for absence. Question: (Complete the answer with ideas and sentences.) Was the ending fair? Did Joan act responsibly? Should he be fired? Should the nanny be fired? Is Sylvia fair in her actions? Is there a solution for working mothers? Should working fathers work? Do you take turns staying at home? Should an American supermarket provide day care? Case Study: Substance Abuse Freddie, a 17-year employee at Sam’s Sauna, was fired for poor performance and poor attendance after receiving five disciplinary actions in a 12-month period under the company’s progressive disciplinary policy. A week later, Fred told his former supervisor that he had a drug problem. Although there was no employee assistance program and the company was unaware of Fred’s condition, their HR manager helped Fred get treatment and allowed him to continue his insurance. Received benefits and approved your unemployment insurance claim. Fred then sought reinstatement, arguing that he was eligible and fully qualified to be a productive employee. He pointed to a letter written by a treatment counselor urging him to lead a “clean, sober life.” Fred asked for another chance, claiming that his past problems were caused by drugs and that Sam Sauna should understand the problem and treat it. Sam sauna said that Fred should report his drug problem to his supervisor and that anything was possible. Treatment assistance. In addition, the company announced that the employee was fired due to poor performance and absenteeism. The enhanced disciplinary policy was necessary because the employee had committed a number of offenses over the course of a year, including careless working, distracting others, wasting time and disregarding safety regulations. Question: (Answer with complete ideas and sentences.) Should Freddie be revived? Was the company fair in helping Freddie? Did the HR director act ethically towards Freddie? Is he acting ethically for his company? Will Fred’s return be fair to the other employees?