JASMIN C.
GARCIA
KRISTINE JOY R. BALA
JANE T. ORALLO
BACC 2 – Performance Task
1. State the main problem of Cristina Andres as supervisor of the
company.
The main problem for Cristina Andres as a supervisor is balancing her
responsibility to ensure the safety and well-being of her pregnant subordinate,
Ching, with the operational needs and policies of the company, especially
concerning job assignments, pay, and potential leave. She is in a delicate
position where she needs to support Ching's health while also adhering to
company regulations and maintaining productivity. The fact that she herself is
pregnant adds another layer of complexity to her understanding and empathy for
Ching's situation.
2. State the different areas of consideration following the SWOT matrix:
Strengths of the Company
Competence- Ching was still competently operate the machinery at the
production department, suggesting a level of operational efficiency and
skill within the company.
Team Cooperation - Coworkers have been assisting Ching with lifting tasks,
showing a supportive team environment.
Experienced Supervisor - Cristina’s role as a supervisor indicates
leadership capable of addressing workplace challenges.
Stable Operations - The small manufacturing company maintains steady
production of precision tools, suggesting operational reliability.
Weaknesses of the Company
Limited Staff - there are only 4 operators so there’s no room for more
additional tasks when bottlenecks occur.
No Good Policy – Lack of policies on pregnancy leave leaves employees
without guidance, causing Cristina uncertain about legal and fair solutions.
Workflow Dependency - Greatly relying on all operators, including Ching,
to run smoothly production leads to disruptions when tasks can’t be
performed.
Communication Gaps - Cristina seems to need the wisdom of her boss
when making her own decisions authority or support for supervisors.
Opportunities
Policy Development - Creating a pregnancy accommodation policy could
ensure compliance and improve employee satisfaction.
Hiring Temporary Assistance - Maybe hiring a temporary employee to help
lift maintain productivity and support Ching.
Cross-Training Employees - Train other workers to do multitasking may be
helpful flexibility and prevent bottlenecks.
Enhanced Work culture - Giving Ching some smack would be good for
morale and demonstrate the company’s commitment to its employees.
Threats
Legal Risks - A failure to meet Ching’s demands could violate labor law,
leading to potential lawsuits or penalties.
Productivity Disruptions - Bottlenecks, such as the bottleneck caused by
Ching 's impotence could reduce output and affect company performance.
Financial Strain - Solutions such as temporary staff or keeping Ching’s pay
in a new role could increase costs for the small company.
Reputation Risk - Mishandling Ching’s situation would damage the
company's reputation as a fair & helpful employer.
3. Give your proposed solutions/alternative courses of action or ACA
(minimum of three) to help Cristina Andres overcome this problem.
State also the disadvantages and disadvantages of each.
a) ACA 1: Assign a Worker to Handle All Lifting for Ching
Advantages:
Allows Ching to continue her current role without risking her health or her
baby’s safety.
Maintains Ching’s pay and job position.
Shows support for Ching’s well-being, boosting her morale and loyalty.
Disadvantages:
Increases workload for the assigned coworker, which may lead to
resentment or reduced productivity.
May disrupt workflow if the assigned worker is unavailable or busy.
Other employees might feel it’s unfair to take on extra tasks.
b) ACA 2: Transfer Ching to a Different Role with No Lifting
Advantages:
Eliminates the risk of Ching lifting heavy objects, ensuring her safety.
Reduces strain on coworkers since they won’t need to assist her.
Frees up resources in the production department for smoother operations.
Disadvantages:
Ching’s pay reduction may cause financial stress or dissatisfaction.
She may feel demoted or undervalued, affecting her morale.
Training for the new role could require time and resources.
c) ACA 3: Grant Ching Unpaid Leave of Absence
Advantages:
Ensures Ching avoids all workplace risks (lifting and secondhand smoke).
Eliminates disruptions in the production department’s workflow.
No need to reassign tasks or adjust other workers’ responsibilities.
Disadvantages:
Ching loses income, which could cause financial hardship.
May lead to Ching feeling unsupported or disconnected from the
workplace.
Risk of losing a skilled employee if she doesn’t return after leave.
4. State your recommendation based on your ACA.
I would suggest hiring a worker to assist Ching with lifting and maintaining
that a No-Smoking policy be in place on the work area. This would ensure Ching's
health and safety while keeping her in the same position she was in (still making
her pay and job satisfaction the same) and address both of her concerns around
heavy lifting and also to show her concern for smoke exposure. The risk that this
will affect other workers is that they may feel overburdened by the workload if
Ching had to do some of the lifting herself or if an incentive was offered to keep
the team morale going. It would not be financially costly either for the company
to take Ching on unpaid leave or to have her pay reduced if she was transferred
into another position.
5. Provide a conclusion/detailed action plan to implement your
recommendation using the guide below.
Cristina Andres, as a supervisor and soon-to-be mother herself, is uniquely
positioned to advocate for significant improvements in the company's approach
to pregnant employees. By taking proactive steps to support Ching and push for
systemic policy changes, she can not only resolve an immediate crisis but also
foster a more equitable, safe, and productive workplace for everyone. This will
ultimately benefit the company by reducing legal risks, improving employee
morale and retention, and enhancing its reputation.
Person Time Budgetary
Specific Activity
Responsible Frame Requirements
1. Arrange a meeting with Ching
to understand her needs and Cristina Andres 1-2 days Cristina's time
concerns in detail.
2. Propose a temporary light-duty
assignment for Ching Potentially some
Cristina Andres
immediately, ensuring no heavy operational
(with input
lifting or strenuous activities. This 2-3 days adjustment
from
might involve re-assigning tasks costs; no direct
operations/HR)
or temporarily re-organizing the budget.
workflow in her department.
3. If a suitable light-duty job Cristina 3-5 days Potential for
without pay reduction is not Andres, temporary staff
immediately available internally, Operations cost or overtime
explore temporary arrangements
(e.g., re-distributing work among
team, temporary hire for heavy Manager for existing staff.
tasks) to maintain Ching's current
pay if possible.
4. Schedule a meeting with
higher management (e.g., HR
Manager, Production Manager,
General Manager) to present Cristina Andres 3-5 days Cristina's time
Ching's situation and the
proposed immediate
accommodation.
5. Research best practices for Potentially legal
workplace pregnancy HR Manager, consultation
2-3
accommodation and relevant Legal Counsel fees (e.g.,
weeks
labor laws (e.g., through legal (if available) $1000-$5000 for
counsel or HR associations). initial review).
6. Draft a clear and detailed
workplace pregnancy policy
covering aspects like: light duty,
HR Manager, 3-4 Internal staff
leave options (paid/unpaid), job
Legal Counsel weeks time.
protection, non-discrimination,
return-to-work procedures, and
communication protocols.
2-3
7. Conduct internal training for Cost of training
weeks
supervisors and employees on materials; staff
HR Manager (after
the new policy and their time for training
policy
rights/responsibilities. sessions.
approval)
8. Establish a formal process for
1 week
employees to request
(after Process
accommodations and for HR Manager
policy documentation
management to review and
approval)
approve them.
9. Regularly review and update
the policy (e.g., annually) to
HR Manager Annually Staff time
ensure compliance with changing
laws and organizational needs.
