Question

Maura Currier has been working for ComputerTech for four years as a lead supervisor. During the past two year, Currier's mother has needed frequent medical attention for her diabetes. Being the only child, Currier has helped her mother, Jane Currier, as often as her work schedule would allow. Unfortunately, during the past two years, her mother's condition has worsened.

Currier asked the first for, and was granted, an unpaid leave until FMLA to care for her mother. The agreement states that Currier could miss work every Friday for 60 weeks rather than take off 12 straight weeks. At the end of the 60 weeks, Currier returned to work full time and immediately began missing work to care for her mother until all of her allotted vacation and sick leave days were exhausted. She then asked that her Friday leave be extended indefinitely, because her mother's condition remained serious and she required ongoing assistance.  

The firm's human resource director was uncertain what her response should be in this situation. ComputerTech needed Currier to be at work regularly because of the increasingly heavy workload, the fact that her job duties were critical, and because other supervisors and employees preferred not to have to cover for her. On the other hand, Currier was an excellent supervisor and had worked four years for ComputerTech. In addition, everyone was concerned about the welfare of both Currier and her mother and wanted to be supportive of them.

1. What are the advantages and disadvantages of extending Maura Currier's leave?

2. Refer to the fact sheet on calculating the 12-month period in the W11 Learning Materials. Does that matter in this case? How might the calculation change the outcome?

2. If you were the HR director, would you grant her request? Explain your answer.  

Answer 1

1. What are the points of interest and burdens of broadening Currier's leave?

Favorable circumstances:

Ensures representatives have an occupation while returning from an all-encompassing clinical circumstances (as it were, if a worker need an all-encompassing nonattendance from work, for a clinical circumstances, they have an occupation to come back to).

Permits representative to utilize PTO time rather than time without pay.

Weakness:

Once in a while puts managers out if a worker is out for broadened periods, and the business can't fill the spot (with the representative required to keep their activity).

Workers don't need to be paid once their collected leave time is spent.

2. On the off chance that you were the HR director, okay award her solicitation? Clarify your answer.

Truly, I would prefer to attempt to work with a decent representative as opposed to attempt to discover a “good” substitution for her. In addition, in the event that she can take care of business in four days why not?