Although I am this person's supervisor I am not THE boss and I don't have a say about terminating them or not. He calls in usually 2 or 3 hours after he should already be at work (and he does this about once every 2 weeks) but he still hasn't been dismissed. This time he called in BEFORE it was time for him to come in but his excuse was that he had been partying and is still drunk --not hung-over-- drunk.
Ultimately the decision falls on our department head and HR, but with "at will" employment, hasn't he been given too many chances already?
2006-09-03 22:36:15 · 14 answers · asked by mamabunny 4 in Business & Finance ➔ Careers & Employment
Uh, hey guys I'm NOT at work, the receptionist called me to tell me! Remember I said he actually called in early? I should be asleep still!!!
By the way, he HAS been warned, I just don't know why he hasn't been sacked?!!!
Again, NOT MY CALL!!!
2006-09-03 22:57:45 · update #1
Document, Document, Document. Write down every occurance as it happens along with his reason for whatever happens. Many time HR groups do not terminate people quickly because they wantto make sure thatthere are ample grounds for it, and that it won't come back and bite them (in terms of a lawsuit). (Yes this is the case even in the companies that have employment at will.)
Make your concerns with this clear to both your manager and to the HR people who support your organization, but I'll say it again make sure you write down what and when the problems occur.
2006-09-04 01:56:27 · answer #1 · answered by sirade1 4 · 0⤊ 0⤋
It sounds as though his behavior is definitely impairing his ability to perform his assigned duties and possibly creating a confrontational work environment among his co-workers. That's really more the call that needs to be made from a business perspective. As the supervisor, even if you don't make the ultimate call, you must have a lot of influence based on the above factors. Building a case against someone which protects your company and provides a defense if/when he takes you to court (It's a problem, an addiction, beyond his control...) often takes some time and effort. Work on written warnings and specific documentation to help you HR department make the clear call.
2006-09-04 01:50:53 · answer #2 · answered by Ketel One Up 4 · 0⤊ 0⤋
The "at will" employment doesn't necessarily determine a specific number of chances a person gets before they're fired. If management wishes to terminate him they could have done it on the first occurrence. Every employer is different but most will wait until they can record a pattern of bad attendance just to discourage legal recourse.
2006-09-03 22:48:15 · answer #3 · answered by slckid2004 2 · 0⤊ 0⤋
I'd sack this bloke. On a very odd occasion I suppose it's alright, you can even appreciate his honesty, (I did it once when I graduated from university) but this is far too regular - he doesn't take the job seriously. It could be that he really hates the job, which is why he pulls sickies so often. If this is the case then perhaps you could look at offering him a role to which he is better suited, but on the whole he sounds like a waster.
ps: It has just occured to me - aren't you at work RIGHT NOW? Why aren't you working, you slacker?? ;-)
2006-09-03 22:40:57 · answer #4 · answered by sallybowles 4 · 0⤊ 0⤋
#1 warning #2 written suspention #3 your fired. Its simple to show up, and if your not at work it puts presure on other people who do the right thing, i hate people who are rewarded for bad behavior, i would of fired him a long time calling in like that.
2006-09-03 22:57:42 · answer #5 · answered by sincity usa 7 · 1⤊ 0⤋
File a memo to the people who can make the decisions. It would help your cause if you can back up your recommendation for termination with facts, especially in terms of disruptions in work for your group.
My guess is that he's being absent should be documented by you and be part of your memo.
2006-09-03 22:48:15 · answer #6 · answered by batch93 3 · 0⤊ 0⤋
If you are at work, you should be working, not amusing yourself at Yahoo Answers.
Maybe this man should be fired for stupidity, instead of absenteeism. Isn't he smart enough to simply say that he is "sick"??
Why don't you encourage the boss to have a talk with him, making it plain what his options are, and how many absences are too many, whatever the reason.
Maybe he should be encouraged to go into treatment for his drinking.
2006-09-03 22:47:23 · answer #7 · answered by zen 7 · 0⤊ 0⤋
He should be given warnings if he is not working on time, or coming to work drunk. Only after that should he be sacked, methinks.
Luke.
2006-09-03 22:44:42 · answer #8 · answered by Anonymous · 0⤊ 0⤋
The running man said it... tell him whats up and fire his butt if it happens again... He COULD try to drive in to work.... then stumble around the office for a bit, maybe even cause a accident or two... let him sleep it off then educate him on whats expected of him on a professional level
2006-09-03 22:46:50 · answer #9 · answered by Islander 4 · 0⤊ 0⤋
This is what's called "irresponsible behavior". If he does this so much he should get a warning, then a suspension, then terminated. What's the point of employing someone when they can't be available?
2006-09-03 22:46:19 · answer #10 · answered by viewAskew 5 · 0⤊ 0⤋