Week 2 EOC: HR in Action

The supervisor to this hotel, did inform Donna of what the hotel will be like during this heavy work-flow. And needed all employee's to attend to work as scheduled, Donna did mention and tried to corporate with her supervisor with coming to a reasonable conclusion to this dilemma. As Donna called in before her scheduled worked hours because of "sickness" to attend her daughters graduation. It caused other employee's to preform her tasks while absent.

                "Failure to report to work within 24 hours of a request to report"

I feel as though Donna's supervisor should of set her off with a warning system. Then proceed from there with a possible suspension from work hours for period of time. Her supervisor also did not inform Donna of her termination, they could have informed of her up and coming termination from the job two weeks early. So that Donna will be prepared to search, as well as establish a new job with another company.

  "Absence from work for one (1) or more consecutive days without excuse acceptable to the company "

Since Donna has reported been to have nine years of excellent work and attendance. She wouldn't have to apply for unemployment if this method had been in place during this dilemma. This was certainly a first time thing for Donna to call to work for a day off, and it was for a family event. Donna could have also made it clear as referring to this event to a "family emergency."

"Habitual tardiness"

Donna was informed of her termination, the day after the graduation (the day she called off). Therefor, the hotel would technically have to pay Donna's benefit for unemployment compensation. The hotel would definitely be held responsible due to the supervisor's decision regardless of diminishing the supervisor's image at the workplace. But would reflect on the hotel as a whole legally in court, Donna would be in the right.