If she had gone for scheduled doctor's visits, and had informed work well in advance (as far as I can tell) then that doesn't really count as an absence. It's medical/personal leave, that is supplied to the worker as per LABOUR LAW. So, she shouldn't have any sort of warning if she had advised them in advance of her doctor's appointments. I really think that HR should be informed, and if they don't do anything, if the sup is not put through discplinary process, the matter should be taken further.
What would have happened if she hadn't gone to the hospital, and her baby died? The company could very well have been held liable as a member of management prevented the mother from responding to urgent medical advice. That's not good. I think that should be mentioned to HR as well, in case they're the kind of people who cannot see further than the tips of their noses...
What would have happened if she hadn't gone to the hospital, and her baby died? The company could very well have been held liable as a member of management prevented the mother from responding to urgent medical advice. That's not good. I think that should be mentioned to HR as well, in case they're the kind of people who cannot see further than the tips of their noses...
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