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…show more content… Generally speaking, enough evidence, which was just cause for disciplinary actions, is presented by management (Hebdon & Brown, 2008). Ennis’s termination followed the procedures regulated in the Collective Agreement Clause, since the necessary verbal counseling and two written warnings for excessive absenteeism (17.5 percent as against a hospital average rate of 7 percent) were given on January 27, 2008, June 23, 2008, and October 15, 2008, respectively. Although the step of suspension without pay was skipped, the termination was still considered justified based on the clause that certain offences are sufficiently serious to warrant immediate discharge and/or a faster progression through the process (Hebdon & Brown, 2008). According to the Article 32-Corrective Action And Discipline: “32.1 Employees can be disciplined only for just cause. Such discipline must be reasonable and commensurate with the seriousness of the violation”
When relating to the case, Ennis failed to call in sick too many times, and as mentioned above, have stressed both employees and patients with his negligence. Moreover, because his daughter died at the hospital he worked at, it should make sense that preventing another incident from happening to someone else would be an imperative for Ennis, as well as the hospital.
As support for grounds to terminate, based on absenteeism, several cases are
