Cathy has been a sales agent at Buzzy Inc., a telemarketing company in Arizona, for four years. Buzzy Inc. employs 250 people who take reservations for a national hotel chain when customers call a toll-free telephone number. Approximately two years ago, Cathy voluntarily moved to a night shift position. Shortly after her move, she began complaining to the night senior manager that her manager was picking on her. In particular, Cathy claimed that her manager frequently complained about her taking very long breaks. Cathy also claimed that her manager was intentionally scheduling her breaks at different times than when her close friend had hers. Eventually, Cathy’s complaining led the senior manager to talk to the manager, and the complaints seemed to lessen. However, a new problem with Cathy has recently developed. During her four years of employment, Cathy used sick leave regularly. Buzzy Inc. had a policy that stated that employees could only receive sick leave only as it was accrued. In other words, employees earn one day of sick leave for each month that they actually work. Because Cathy has consistently taken at least one day of sick leave every month, she almost never accumulated any carry-over sick leave time. Therefore, Cathy had to request unpaid medical leaves of absence whenever she had the flu or other medical problems. For the most part, the sick leaves have been granted to Cathy without too many questions being asked. Recently Cathy requested medical leave for the sixth time this year. When the manager and senior manager brought Cathy’s request to the attention of the director of the center, the director granted Cathy’s request but told her that her sick leaves were becoming excessive and the organization would no longer grant leaves of absence to her for any reason. Cathy became very upset when she heard this and told the director, “Now, I’m not a complainer, but it’s not fair.”