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Verizon Employee Handbook Case Study

622 Words3 Pages

Yes, I do think that an employer should be bound anything written in an employee handbook. Employee handbooks are like guidelines set forth by a company for their employees to follow. So I do believe that an employer should also adhere to those same guidelines in regards to disciplining or discharging an employee. However, somethings occur that cause an organization to want to part ways with an employee even though the employee is operating within the guidelines of the employee hand book. For example, when I used to work with union employees within Verizon we were able to determine employees that working the system. They literally would do just enough to stay employed. These employees would take full advantage of FMLA (Family and Medical Leave Act) system put in place within the company. Let’s say that union employees work 2,000 hours per year. In order to meet the requirements set forth by FMLA in the union contract, and also stated in the employee handbook, these employees are required to work a minimum 1,000 hours each calendar year in order to be eligible for the FMLA benefits. …show more content…

The same exact employees would do this year after year. The way it plays it out the employee works half of the year and then is off of work the second half of the year. Under the FMLA rules the employees can stay out of work for half of the year or 1,000 work hours. Then the employee must return to work if they want to keep their job. While the employees are out of work on FMLA the company does not have to pay them a salary since they are not actually working, however, the company does still have to pay for their benefits because they are still employed. At this point the company is taking a loss on the employee because the employee is costing the company money. The company is paying for the employee but not getting any service in

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