I am a new assistant manager at a cafe. One of my first big duties from the manager, is to fire an employee. I have no problem doing it, but I do not feel it is really ethical. For one, she has migraine headaches at work sometimes but will stay at work and throw up in the bathroom. She will try to do it on her breaks and lunch but sometimes she has to run to the bathroom suddenly. On some occasions, my manager has told me "Go see if shes faking or not" and I have to pretend Im going to the bathroom and see if I hear her throwing up. Which I do, and crying sometimes.
My manager met with me, and said that she is not productive enough. She has missed no days but due to taking "unscheduled" breaks, about five minutes once a day, he says he can find someone better. I mean, she has a medical condition? I dont know if I feel ethical doing this, he didnt even meet with her beforehand or anything. What should I do?
2006-12-09 12:32:47 · 19 answers · asked by Anonymous in Politics & Government ➔ Law & Ethics
I think if she is a good worker you should stick up for her... I would bet she could sue for discrimination.. :o)
2006-12-09 12:35:35 · answer #1 · answered by Anonymous · 1⤊ 2⤋
Hi! My suggestion is to talk to your manager and tell him how you feel. If you don't feel its is ethical, its best not to go against your beliefs. However, before she was hired, did she inform the manager that she had a medical condition? If not, then the manager may use that to his advantage. If she did inform him, then he really cant fire her because of it, knowing that she had a problem. If this is the case, I completely agree with you. ADVIL MIGRAINE capsule's are the best product that Ive used for migraines ( I suffer also, but I keep it under control so I can work. Maybe mention to this girl that there are products that help. )
> It also is not up to an assistant manager to fire, as far as I know. The manager should be doing that himself. Maybe find out your actual job description and see.
I wish you well, and I hope this helped. :o)
2006-12-09 13:07:09 · answer #2 · answered by Wendy 5 · 0⤊ 0⤋
Sadly, this is a hard dollars and cents deal.
First, your boss has lost confidence in the employee, and that alone usually means that the person is a goner.
Second, as much as we'd like, we cannot keep a person around who has medical issues that interfere w/ work. It would be one thing if the job could work around that, or if you hired her knowing that (ie, "handicapped") but the truth is that your boss believes that she isn't pulling her weight.
At some point she must get medical treatment. You cannot run a business that is losing money, or carry an employee that has a long-term medical condition that makes her unable to do her job.
If your boss was in the position to do so, I'd hope that he/she would arrange a severance package of some sort to cushion the blow. And, suggest that is her medical condition improves to let her pull her load then you'll consider hiring her back.
2006-12-09 12:47:54 · answer #3 · answered by geek49203 6 · 0⤊ 0⤋
I'm not sure ethical is a good word. Poor management is a better definition. Your boss doesn't care about his employees. Unless you have counseled with her and discussed the issue and given her an opportunity to correct the "problem," then she has a very clear recourse for a lawsuit. Chances are, she will not sue, but will simply go somewhere else. I'm glad I don't work for your boss. As a long time manager, I would never summarily fire someone who had a medical problem, especially one who apparently has done nothing wrong. I had two employees with terminal cancer and never once did I consider anything but support for those employees and their families. Your boss would probably have fired them as soon as he found out.
2006-12-09 13:13:02 · answer #4 · answered by edmountainga 2 · 0⤊ 0⤋
Of course there is compassion for a person's ailments. Yet, speaking strictly from a more ' cold ' business standpoint . . . a business has a service or product to produce results of. If an employee is not able to be part of the team able to produce those results than that person should not be part of the team (thus fired). If you were shopping in a store and the person servicing you had turrets syndrome or headaches and that person couldn't fully connect to carry out their job then they should be in another profession that would be more conducive to their personal life condition. In the business world, fast food place or larger corporate office . . . business is business and should be expected to be carried out in a focused, productive and timely manner.
2006-12-09 12:44:37 · answer #5 · answered by onelight 5 · 0⤊ 0⤋
Your manager is a chicken. It is Their job to Hire and Fire. Tell him that YOU have not been in the position long enough to make a judgment on her, and HE needs to do the job . Also, some states have labor laws that have guidelines for firing. Check them first. That might be your way out of this. As a last resort, if he threatens you, Go to HIS boss and inform them of the situation.
2006-12-09 12:38:37 · answer #6 · answered by Common Sense 5 · 0⤊ 1⤋
"Something" is obviously wrong with her. You might tell her that "...it is obvious she is under stress at this particular job because it does bring on these headaches and perhaps she needs to find a less stressful job. It is affecting not only her work, but the work of the people that have to drop what they are working on in order to cover for her on an immediate basis".
2006-12-09 12:43:24 · answer #7 · answered by Jo Jo 2 · 0⤊ 0⤋
Welcome to the world of management. Making decisions you don't like or deem as unfair go with the territory. The best thing you can do is what your boss tells you, while voicing your misgivings to him about it. Then, the woman can file a complaint if she wants, and you are in good standing with your boss, AND you have eased your conscience by voicing your displeasure about the firing to him. You must remember that the girl was hired to to a job and it is your boss's right to fill that position with the person he wants to.
2006-12-09 12:40:55 · answer #8 · answered by Anonymous · 0⤊ 1⤋
does she have insurance on this job? maybe there is another position availabe there that she could be productive at. maybe not. since you are new in your own position maybe you could suggest to your boss that he shows you the "right " way to go about firing a good employee with a medical condition.
2006-12-09 13:13:07 · answer #9 · answered by Anonymous · 0⤊ 0⤋
I think you need to sit down with her and have a chat. You need to be honest with her and find out if there is anything she can do to stop the migraines. Maybe it is something she can treat. She sounds like a very loyal and diligent worker. They are hard to find these days.
2006-12-09 12:50:50 · answer #10 · answered by Mandi_Moo 2 · 0⤊ 0⤋
If her ailment is real and you company employs over 25 people and you can she can perform her job function with or without reasonable accommodation then she might be covered under the ADA and termination may be illegal, it may be wise to consult your company lawyer before you take any actions.
2006-12-09 13:07:31 · answer #11 · answered by Kevin M 1 · 0⤊ 0⤋