I found myself in a hard a hard spot with one of my warehouse employees. When she was hired, she did really well her first two days on the job. The following shift, I received a text from her shortly before her shift that her grandfather had passed away the night before. I told her that she could have the day off and the following day to be with her family and to let me in the loop so she could attend the service to follow. The next shift that she was expected to return for, she had told me she was in pain due to being hit by a car the day before. I asked if she was going to be alright to work and that I could do the heavy lifting if that would mean less stress on her body. She assured me she'd be alright but later into her shift, she said she wanted to go home because she was in too much pain. I asked her if having some ibuprofen would help her if she sat down a little while. She still insisted that she wanted to go home and lay down. Since we were already so close to being done with the day's work, I told her she could clock out and wait for a loved one to pick her up. A few days later, she returns to work and receives a call that she needs to return to the hospital immediately because of findings in her heart and lungs. I felt extremely concerned about her well being but couldn't help but notice that her attendance was becoming very problematic. I asked her to go but to also please bring back a doctor's note for the manager which she had done and she needed to have more tests run to determine the exact diagnosis, but she'd have no problem getting it done. A few days later, she texted me telling me that her girlfriend was in the hospital, but couldn't tell me what had happened. Another time she had cramps and wanted to go home early. My manager asks me how my new employees are doing and when he asked me about Haley, I felt like I was an in compassionate person for telling him the truth of the matter. In the time she was employed, she had missed about half of the shifts she was scheduled for and many of those shifts she could have made it for or stayed until the end. I felt extremely heartless in this situation, but realized that she had been spoken to about her chronic attendance problem and she agreed that she should be fired if the situation continued with no improvements. She understood that a lot of things in life are beyond one's control, but how you deal with those things are entirely up to you. I found myself doing not only my job, but also most of hers even after the discussion we had. It sometimes cut close to production targets not being met and that this was not a sustainable situation. The reality of this was that nothing was changing. I was asked what I felt should happen. Should she be fired? Should she be given another chance? I had made the decision that she should be terminated even though it was very difficult for me.