The Case of Bradley Ennis
The Case of Bradley EnnisThe Case of Bradley Ennis
The Ennis and All Saints’ Hospital case discusses the dismissal of Bradley Ennis from the hospital for excessive absenteeism (17.5 percent versus a hospital average of 7 percent). The grievant, Bradley Ennis, was employed as a trauma nurse from May 1, 1991 to December 3, 2008. For a 16 year period, up to January 2008, Mr. Ennis’ work performance was rated satisfactory (2 on a scale of 3) for most years and superior (3 on a scale of 3) for his last three years by his employer. In fact, during this 16 year period there were no complaints regarding the quality and accuracy of the employee’s work. As well, over the course of his employment, Mr. Ennis maintained his certification as a trauma specialist, a requirement of the trauma unit.
In December 2007 Mr. Ennis’s five-year-old daughter died unexpectedly. After his daughter’s death, Mr. Ennis began to have attendance issues and was reprimanded on 3 separate occasions on January 27,2008, July 23, 2008, and October 3, 2008 for being absent from work without permission. Three warnings were issued; one verbal counseling and two written warnings. In December 3, 2008, Mr. Ennis was terminated by his employer.
The incident of his daughter’s death led him to rely on sleeping pills to cope. However, this addiction has caused a drop in Mr. Ennis’ work performance. Before Mr. Ennis’s discharge, Ennis sought treatment for a drug and alcohol addiction and he is attempting to return to work through arbitration. Ennis’s addiction counselor, Dr. Cooper, claimed that Ennis has an 80 percent chance of remaining chemical-free and maintain an acceptable attendance as well as performance record after returning to work. Considering Ennis’s previous abnormally high absenteeism record and his three relapses after stopping his counseling, the management of the hospital should not grant Mr. Ennis an opportunity to return to work.
The management has sufficient reasons to reject Ennis’s
The Ennis and All Saints’ Hospital case discusses the dismissal of Bradley Ennis from the hospital for excessive absenteeism (17.5 percent versus a hospital average of 7 percent). The grievant, Bradley Ennis, was employed as a trauma nurse from May 1, 1991 to December 3, 2008. For a 16 year period, up to January 2008, Mr. Ennis’ work performance was rated satisfactory (2 on a scale of 3) for most years and superior (3 on a scale of 3) for his last three years by his employer. In fact, during this 16 year period there were no complaints regarding the quality and accuracy of the employee’s work. As well, over the course of his employment, Mr. Ennis maintained his certification as a trauma specialist, a requirement of the trauma unit.
In December 2007 Mr. Ennis’s five-year-old daughter died unexpectedly. After his daughter’s death, Mr. Ennis began to have attendance issues and was reprimanded on 3 separate occasions on January 27,2008, July 23, 2008, and October 3, 2008 for being absent from work without permission. Three warnings were issued; one verbal counseling and two written warnings. In December 3, 2008, Mr. Ennis was terminated by his employer.
The incident of his daughter’s death led him to rely on sleeping pills to cope. However, this addiction has caused a drop in Mr. Ennis’ work performance. Before Mr. Ennis’s discharge, Ennis sought treatment for a drug and alcohol addiction and he is attempting to return to work through arbitration. Ennis’s addiction counselor, Dr. Cooper, claimed that Ennis has an 80 percent chance of remaining chemical-free and maintain an acceptable attendance as well as performance record after returning to work. Considering Ennis’s previous abnormally high absenteeism record and his three relapses after stopping his counseling, the management of the hospital should not grant Mr. Ennis an opportunity to return to work.
The management has sufficient reasons to reject Ennis’s