Avon Grand Strategies

Dispute Summary

Disputes within organizations have various outcomes and in many cases are not resolved by the initial parties involved. In many cases, these issues are sometimes handle by upper management, human resource, legal department, or even high up as the Supreme Court. Resolution to these cases or situations opt to take a variety turns such as grievance, arbitration, or litigation. Many common workplace scenarios involve employee-to-employee and employee-to-supervisor.

Jane Doe was a young lady who was pregnant and was scheduled to be off for three months under the “Family Leave Act which was enacted February 5, 1993. This was passed to enable employees to better balance their work and family life by taking reasonable unpaid leave for personal medical reasons, for the birth, adoption, or foster placement of a child, and/or for the care of a child, as well as for a spouse, or parent who has a serious health condition. FMLA requires covered employers to provide up to 12 weeks unpaid, job-protected leave to “eligible” employees for certain family and medical reasons” (et al, 1993). Jane Doe filled out all the necessary paper work to be approved under FMLA. Jane Doe was approved for FMLA and was out for three months for the delivery and bonding of her child. One week before Jane Doe was to return back to work, she was having complications, so she went to her doctor to get her final examination to be cleared to go back to work and to her surprise Jane Doe had to be admitted for immediate surgery. Jane Doe’s husband called her employer and informed them of the situations. John Doe spoke with Jane Doe’s manager and Jane Doe manager informed John Doe to bring in the documentation for his wife and everything will be taking care of. John Doe brought in the paper work from the doctor and the paper work stated that Jane Doe will not be able to return back to work due to serious complications and immediate surgery. Her expected return date should be approximately 3 weeks. Nevertheless, Jane Doe received a letter in the mail stating that it is imperative that she returned back to work due to the fact she has abandoned her job. Jane Doe return to work, even though she did not have release papers from her doctor. Jane Doe had a meeting with the Administrator and the administrator explains to Jane Doe that they had sent several letters requesting her to return their phone call and no response was given. Jane Doe stated that the only letter she received was the certified letter stating that it was imperative for her to return back to work due to the fact she has abandoned her job. After the meeting with the Administrator, the administrator informed Jane Doe that they would get back with her within a week to let her know the status of her position. Two days after the meeting, Jane Doe position was posted. Co-workers