Will this drastic action stop my employee from leaving work early all the time?

Question

I have an employee that is a very good worker, however, she skips out of work early the majority of the time when she thinks that I won't notice.

I have spoken to her about this already a few times, but it does not stop her from doing it. I have ways to track her when I'm not there if she's leaving early.

Since I am paying out of my pocket for her salary, I would think she would have some respect and listen to me. I really don't want to fire her since she is the best employee (which I praise her) I've had so far aside from this frequent leaving an hour early habit.

My idea is to grab her car keys while she is in the restroom (she leaves them right in the open on her desk), run out to her car and take my car club lock and place it on her steering wheel, with a note that says, please work your full hours, come back inside.

Then, when it is time for her to leave, I'll walk out with her and unlock the club from her car.

Do you think this will knock some sense into her?

Answer 1

i dont know it seems like to much of a joke and not a disciplinary action start subtracting money from her check for every hour she leaves early that will definetly get her attention

Answer 2

First of all, your proposed remedy is clearly illegal. That makes it a bad idea.

I think the best you can do is to pull her aside and say something like:

"You do great work and I appreciate that very much, but I'm seriously considering firing you because you leave work early so much. It sets a really bad example for the other employees. I really don't want to fire you, though. Is there some reason why you keep having to leave work early? "

If there is a reason - some child care issue, a class she's taking, whatever - then you at least know what you're dealing with and can perhaps make some accommodation. If there isn't, then follow up with:

"OK, then we have a problem. How do you propose that we deal with it?"

If she can't come up with something agreeable - or if she agrees to be timely and then doesn't follow through - then you have no choice. You have to fire her.

Answer 3

Your idea is called felonious theft, trespassing and breech of trust. It would cause her not only to quit but to sue you for misconduct, lost wages and emotional stress. You could stand to loose whatever type of company it is in addition to your good name if you have one as well as face jail time. As a manager, you definately need to take some courses about both labor laws, employee rights and something called "progressive counseling." Ever heard of a confidential Performance Improvement Plan?" What documented policies do you have in place? Is she a contracted or at will employee? Do you even know how she is classified? If she is a salaried employee, you do not have a leg to stand on if her job is done. If she is an hourly employee, then why would you pay her for hours not worked. Common sense says this is docked pay. Is she covered by the Family Medical Leave Act? What benefits or merit incentives do you offer your employees? It sounds as if you are inexperienced and paying her under the table, without a contract and no payment to good ol Uncle Sam, which is not legal anyway, so you my dear need to be grateful she has not reported YoU. In which case, you are not providing benefits and she is doing you an equal favor by forfeiting her right to benefits. I advise you seek training. On a lighter note, it has been my experience, employee empowerment, and being treated with respect motivates me to show my "BOSS" respect. But if I get **** on, I **** back. And your idea, hints at less than respectful behavior towards your underlings.

Answer 4

No!! It will only cause her to be angry and maybe quit. If she is the best you have, can you cut her some slack? Is she done with her day's work when she leaves? I bet she is. If she can get more done in 7 hours than others can in 8, wouldn't you rather have her around? Can you talk to her and tell her you know she leaves early, that you are paying for 8 hours and feel cheated when she doesn't complete them, and if this continues to be a problem, you will ask her to sign in and out at your desk. Or you may wish to negotiate this, so decide what might be alternative solutions before you talk to her. Does she want to be paid by the hour?

Answer 5

Give her warning letters to follow procedure if not she'll sue your pants off. Getting her key won't work, she might even complain to the authorities.
Deduct her salaries from the number of hours she's not working. If not, fire her. She's not a good employee if she can't work the full hours you're paying her. She is a very irresponsible individual.
No one is indispensible. You'll probably get a better employee. By advertising for her replacement might do the trick of knocking sense into her. She knows you think she's the best that is why she's taking advantage of you.

Answer 6

That's probably not the best idea since you could, in a worst case scenario, open yourself to charges of theft and a charge of creating a hostile workplace.

If it was me, I would address the situation with the employee, have them sign a document stating that the matter was discussed and they are aware of what the acceptable behavior is and that another occurrence could lead to termination, and continue to monitor the employee. If it happens again, you then have the right to let the employee go.

Another option - possibly changing the employee's work hours. Maybe there is a personal situation requiring the employee to leave early?

Answer 7

I think this is not the best solution!!! In my opinion, you can give her more work to do. Actually I don't know whether you've asked her why she leaves early or not, but if you haven't do that! She might have a good reason. One other option could be giving her choice like coming one hour earlier or coming to work for 5 hours on a Saturday. Also, I think rewarding the people who stay full time will work as well!!!

Answer 8

Nope. It's about as ridiculous and disrespectful as her behavior. All it is going to do is cause some sort of weird drama fight instead of maintaining a professional business atmosphere.

Risk losing her. Give her a warning and tell her that if it continues, she will be fired. Some people will never stop poor behavior unless there are real consequences. Being a good worker is no substitue for being an honest and a fair one. She's pulling one over on you, and if you don't stand up now, it will happen again, and she'll find other ways to let you know who's boss.

Answer 9

I think that's illegal. You need to give her a written warning stating that she has to work from ____ to _____ each day. If she fails to do so, (say it this way) she will be referred for further disciplinary action up to and including termination.

Also, consider docking her pay (sending her home one day with no pay). You might end up losing her, but if it's really a problem and it's bothering you, you've got to address it (legally).

Have you asked her why she's leaving early? Does she have child care issues or is she trying to beat the traffic? Maybe you can work something else out that would allow her to leave at that time (working part of a day on Saturdays or coming in earlier each day).

Good luck! :)

Answer 10

Is she working 8 hrs? Maybe she leaves early because she works through her lunch break, giving her an extra hour in the afternoon to enjoy with her family.
If you like the work that she does, maybe this arrangement is not so bad. She might do most of her work early in the day , and by the time she usually leaves, she is tired and you wouldn't be getting any quality work from her.

This can be your unspoken perk to her. Don't tell her you are OK so she doesn't do it ALL the time, but let it slide on light of her good and efficient work when she is in the office.

Good Luck ... Don't lack her car, she will quit.

Answer 11

no
you may lose her and you'll never find a better one for the same salary
but consider this as a friendship act or as bonus OR AS A SMART MOVE
there are some people who work better without a fix program
important is to finish the work not to respect a strict time

there was a movie with Jane Fonda and that country blonde singer Dolly Parton where the bad guy=her boss was tied up and at work they brought people with part time and started a nursery

please, don't be a 20th century boss, be a new , flexible HOURS BOSS
it is important to finish her work,you don't pay her to stay, but you pay her for the result of her staying at the office, which is assumed is 8 hours, but if she can do it in less, please be good and understand

DEAR angry boss look here another question and answer from yahoo

Returning to work after Maternity Leave. Want to reduce hours but already a part-time worker. How do I stand?
(In the UK) Before leaving on Maternity Leave I was working an average of 30 hours a week part-time. I now want to return to work but only do 8 hours a week. My employer has offered me my old job back exactly as it was but for no less than 16 hours a week. Is there anything I can do?

21 minutes ago - 3 days left to answer. - 7 answers -

ANSWER VIKI
Im in the same boat you do have rights your company should try and accomodate you or give you good reasoning to why what you want to do is not suitable. Not knowing what you do sorry if this is a bit vague. If your change of hours is not cost effective for the company or could affect the business then they do not have to keep you on. Best thing you can do is go to them with a proposal of what you wish to do how it will effect buisness give solutions to any problems they might have ie could you cover an extra day when short staffed could you change a day of work one week etc if you are flexible with them they are usually flexible back. If you are having to pay for child care explain that you still have to pay even when child is not there thus making it difficult for you to change day of work. Point out that by you reducing your hours the company will have a decrease in wages as stuppid as it sounds you have to sell yourself back to them so they see they cant do without you. Keep at it Ive just managed to convince my company to take me back as assistant manager on 4 days a week with set days, I'll be the only assistant manager in our company not on 5 days out of 7 so it can be done. Good luck hope they give you what you want :-)

ANSWER CRAIG
does your company do flexi-time (not all companies do flexi-time) if they do then they can reduce your hours to a minimum of 8-10 hours a week and you should get some professional advice.

6 minutes ago -