Steals from other employees, shows up for work late daily, misses shifts often, drinks at work. Fire him?

Question

One of the cashiers I work with and he is causing problems with other staff.
As supervisor I have a meeting to report this employee to the GM today. Do I suggest firing him or just write up?

Answer 1

Hmm...depends...is this a unionized place?

And what does the employee handbook say? Usually handbooks outline the punishment per offense.

Without knowing anything else, I'd say recommend him for firing and why wasn't this done a while ago if all the above is true and can be backed up with proof?

Answer 2

You're kidding right? Recommend firing him! Document as well as you can the times of misdeeds in the past,including the other employee from whom he stole, etc.,let other employees know thats there is a "no tolerance" policy for breaking the law, and that stealing will be reported to the police, as well as (underage? drinking) other behaviors against the law.

If possible, have something in writing prepared for your GM, to cover his or her behind for backing you up and firing this dud. Really you must get this rotten apple out of the bin! Morale will drop and others will think it is okay to act this way if you don't. Good Luck.

Answer 3

If this employee is your responsibility, and he is stealing from the other employee and drinks at work... then it is your absolute duty to document the evidence and fire his butt! If he gets hurt at work because he has been drinking and you have not documented this fact, you can be sued... there is also the fact that if he insults a customer after he has been drinking... then you would be responsible to your boss as to why you did not fire this loser long ago. Gather all your documentation, get written statements from other employees about the thefts... cover your own butt.... and then fire his ASAP! So, you are not stuck with this man into another year.

Answer 4

If you need to ask this question after giving us the info that he steals, shows up late, drinks on the job and misses shifts then you don't need to be a supervisor. You cannot figure this one out yourself? Of course you suggest he gets fired. You should have been writing him up for each issue and then you have documented proof of him deserving to get fired. Why couldn't I have had a supervisor like you when I first went to work?

Answer 5

It really depends on the policy at your job. Some places have strange policies about firing. My best advice is to give the GM all of the information you have on the employee and decide from there.
The handbook for your work may outline some of these behaviors. Most places I have worked at list drinking at work automatic grounds for termination. Find out the policies if you can.

Answer 6

Be sure you have documentation of the alleged offenses, with dates of counseling and past discipline. If the situation has been going on for a long time, without response, you may have shaky grounds for discipline now. By your inaction, you may have sent the wrong message to the employee, as well as the organixzation as a whole, that such conduct is acceptable to, and condoned by the company.

Too many supervisors. especially new supervisors, don't want to be the "bad guy" when it comes to counseling or disciplineing co-workers who may have been peers in the past. However, you must recognize that you have a greater responsibility to the company, to maintain order, efficiency, safety, and production.

While you may have failed to do so in the past, you have the opportunity to correct the situation now. I recommend that you recommend termination, if you have the facts and evidence.

Without a strong case, you are subjecting the company to a "wrongful termination" lawsuit which could cost you your job. In the absence of a strong case, and where the employee will not admit to his/her past conduct, a suspension (3 working days - Tuesday-Thursday, no sense in providing a long weekend.) is warranted, along with a serious warning that if such conduct occurs in the future, s/he will be subject to termination.

In addition, a notice should be posted on the company's bulletin board, and near the time clocks (if employees "punch" in and out ) informing all employees that the company's rules are in full force and effect, and beginning immediately, they will be enforced.

Contact me at my e-mail address is you have any further questions.

Answer 7

Yes, fire him. Sounds like it should have been done long ago. Make sure every single instance is recorded with dates, time, witnesses if possible. I hope that you have spoken with him before this to let him know his behaviour was unacceptable and recorded the times, dates and places of these meetings. That's the first step in propere discipline.

I'm surprised there is even a question in your mind about this. Fire him!!

Answer 8

Sounds as though he has a drinking problem. If your company offers an alcohol program, that would be the best route to take first. If he doesn't cooperate with going or makes no changes, then terminate him. That way you have done all you can to try to make a productive employee out of him, and he has no reason to feel slighted.

Answer 9

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Answer 10

Hopefully you have written him up for every infraction, had him to acknowledge your write-ups and have documented his behavior. If you haven't, then begin to do so immediately.

I would definitely suggest that he be fired, but I would make sure that you can qualify why he should be given the boot so his firing does not come back to bite you on the butt.