ill employee

amwkim

Hi all.

We have an employee in an exempt position who has been out "ill" for the 9th day in a row now. She has not been here long enough to qualify for family leave. She has called in and left messages with her supervisor everyday so far except today. Her supervisor wants to make accommodations for her. I say no. This position requires someone here fulltime. Besides that, we don't know what, if any, accommodations she would need other than a different/reduced schedule.

My question is this...
How long do we let this go on? I say we terminate based on attendance. I work for REALLY NICE people who don't want to aggravate her "illness". I say that isn't the issue. The issue is the job she was hired for is not getting done. She is following our policy by calling in everyday. If she doesn't call in for 3 days in a row, we consider it job abandomnent. I guess I am a cold hearted HR wench.

Any thoughts?

Balloonman

Ready, aim, fire. If you do not do it, you better be prepared to cut this much slack for everyone.
My $0.02 worth!
DJ The Balloonman

System

If she's run out of leave, doesn't have an ADA disability, and is violating your attendance standards, then I think Balloonman is right on target.

Reading between the lines, I think you're not convinced that she's as sick as she says. Threatening her with termination could cause a miraculous recovery. x;-)

James Sokolowski
HRhero.com