I currently have an employee that recently became a divorced mother, with 3 children. Ages 12, 11, and 1 years old. The employee has to miss alot of work because the 1 year old is sick and in daycare. Daycare will not keep sick babies. She also has to miss work at times to deal with 11 year old son and his behavior issues at school. The father is not around to help out when she has to miss work to tend to kids. All of her family and friends work also. She has been with company for 5 years, and average employee. She has a problem with being punctual for work.
I understand that she has to tend to her children when they are sick, etc. She misses on average about 8 days of work a month.
I understand that these are often circumstances beyond her control, but this is an ongoing situation for the last 2 years.
Any suggestions?
2007-03-21 10:49:18 · 8 answers · asked by bhampton225 2 in Business & Finance ➔ Careers & Employment
This is indeed a tough situation. Two years is a long time to put up with the situation, especially if there is no light at the end of the tunnel.
As a parent I feel for the woman. As an employer I appreciate your side. I hope someone can give you a creative win/win answer. Because I cannot think of one. As a manager, it is your job to do what is best for your firm. (After two years, you should not feel guilty about not having been considerate.)
Perhaps as a final gesture would be to arrange for termination such that unemployment benefits would be available?
2007-03-21 10:57:03 · answer #1 · answered by KirksWorld 5 · 2⤊ 0⤋
In a situation like this one, it's important to focus on "work performance." If she's getting her job done in a timely and efficient manner, then give her a break. We all need one at some time in our lives. If her work is being picked up by other employees, then you need to help her get organized and become more productive. A lot depends on your business and whether you serve the public, etc. You might want to ask her to consider reducing her appointment. Maybe she could cut down to 75%, taking one day off a week (say Friday). If a child care issue comes up she can switch the day she has off (work on Friday).
I'm not sure why any of us have to work the old 8-5, M-F routine as long as we successfully complete our assignments (and as long as we're in a business not open to the public). Best Buy began a program allowing management staff to set their own hours - as long as they meet weekly assignments and goals. I think that's awesome! So, step outside of the box and become creative in helping this employee succeed at her job. If whatever you do doesn't work, and she's truly taking advantage of your support, then it's time to send her on her way.
2007-03-21 11:03:27 · answer #2 · answered by mJc 7 · 3⤊ 0⤋
four) Ignore what the boss mentioned and switch the purchaser in in any case. It's the correct factor to do, interval. You would be in deep challenge if it is located that you just concealed proof from the specialists, proof that you just mentioned your self "includes plans for FUTURE crook undertaking." Even if the aforementioned crook undertaking hasn't occurred but, I could as a substitute threat wasting my process for the sake of saving folks's lives or trade or health. And you on no account recognize, might be the boss could rethink his manner of doing the process. It's no longer a question of "snooping by way of the purchaser's documents." Otherwise, he would be a nasty boss. If it was once learned that I lost sight of this incriminating proof, and the deliberate act of crime was once applied, I could seem to be abetting the crook(s) worried. That's no longer a quandary I'm ready to be aspect of. Like I acknowledged previous, I'd as a substitute lose my process.
2016-09-05 11:03:12 · answer #3 · answered by ? 4 · 0⤊ 0⤋
8 out of 22 working days missed? thats a third of the time.
while being compassionate is one thing, being walked on is another.. it's time to figure out which it really is.
if this has been ongoing for 2 years, it seems that this works out for her convenience...
kudos for a single mom making it work.
however, you are running a business and need to consider that and it's effect on the overall picture.
maybe if you want to remain a bit too compassionate (in my eyes), then take her down to part time and hire another person to essentially split the work up.
have a serious talk to her about your concerns.. the constant tardiness and missing a third of the days and that you have a business to run, you'd like to remain compassionate to her needs, however, it's too much at this time.. give her the chance to try to get it together and make arrangements, or if he blows the talk off, then, blow her off.. it sucks, but... business is business.
2007-03-21 10:56:09 · answer #4 · answered by bilko_ca 5 · 3⤊ 0⤋
She just recently got divorced? Her baby is 1 year old?? Where the heck does two years come in???? Even with being pregnant, that's only 18 months. Boy, something doesn't add up with your figuring!
2007-03-21 12:09:26 · answer #5 · answered by ann m 4 · 0⤊ 1⤋
8 days a month. If you want to keep her, transfer her to part time if you can. If not, I hope you are documenting the behavior and giving the employee feedback. If you haven't start doing it now.
Tell her that she needs to improve her attendance within 30 days or you will have to let her go.
2007-03-21 10:55:44 · answer #6 · answered by joe s 6 · 3⤊ 1⤋
As a bleeding heart I say it's time to say good bye. If she was generating an obscene amount of money for the company then that would be different....but business is business. It is nothing personal. You have to let her go...good luck.
2007-03-21 10:55:13 · answer #7 · answered by globalystic1 3 · 2⤊ 1⤋
Iwould tell her that it is ok but that you might have to cut back on her paycheck??
2007-03-21 10:57:17 · answer #8 · answered by ☺collia☺ PaRtY LiKe tInKeRbElL 3 · 1⤊ 3⤋