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This employee and I have been working together for over 4 years. Most people we work with are either scared of her, or don't care for her pompus attitude. We started off as the same level and worked our way up the chain somehow or another. I have been manager over her for over a year. When i ask her to do something she says no or sends someone else to do it. She clocks in and will do school work for a few hours lounge around and then clock out, and sometimes when she is late she will lie about the hours she is here. I have spoken with this employee several times and she proceeds to do the same things and give me more attitude. I have also continuously written her up and sent in employee grievances. I have spoken with my boss several times and she is aware. I am really in a pinch. I am trying my hardest to remain professional, but im ready to smack the B if you know what I mean. When is it time to go farther up the chain of command?Can you give me some PROFESSIONAL advice?

2007-04-07 06:33:12 · 8 answers · asked by ann E 1 in Business & Finance Careers & Employment

8 answers

Ann it sounds like you have the dubious honor of being in an honorary manager position without the authority to hire & fire.

1. I hope you have written documentation for all of the times you've counselled her, and of all her violations.

2. If so, sit down with your manager and lay it out for her. If you are brave and can afford to be unemployed, tell the employee must stop it or you will fire her. Give this to your boss in writing.

3. Meet with the asst manager and review her previous violations - let her know that it is unacceptable for this to continue. Any further violations of that type and she is fired. Document your session.

4. Whatever you do, in any of your dealings with boss or employee, YOU CANNOT LOSE YOUR TEMPER NOR RAISE YOUR VOICE, nor can you discuss this with any other employee. You must calmly discuss the issues ONLY and declare your intentions.

Good Luck

2007-04-07 06:52:36 · answer #1 · answered by snvffy 7 · 0 0

The fact that you've let this continue puts you in a bind.

You need to put her on a performance improvement plan which explicitly warns that she will be terminated if she doesn't improve her performance. Then, document and do it.

That said, I'm curious about the language you use. I'm not sure you're really a manager because it looks like you either have no authority or you don't know how to exercise it. Your boss should be counseling you on how to go about this unpleasant duty that is really yours, and not his.

This isn't an employee grievance. You can't have a grievance about somebody who reports to you.

2007-04-07 06:45:26 · answer #2 · answered by Still reading 6 · 0 0

I do not know if you are able to make decisions on hiring or firing. If you do not have the authority to fire her, I would talk to your boss, one more time. If they are not willing to do it, then I would go the next in command, or someone that has the authority to do so. As long as you have your documentation in order, and proof that she is not performing, you should be fine. I have had to fire people, I know it is not fun, but if they are not doing there job, they do not deserve to have it. I would not put up with what she is doing, none of my employees would ever dare do those things or treat me that way. You have to be assertive! As a manager, I believe you need to show others respect but with authority, your employees need to respect you. If an employee that you are in charge of is not performing, it will reflect negatively on you sooner or later. You know what you need to do, this is not the time for being nice. She has used up all her chances, go to the person that can make the call and fire her.

2007-04-07 06:49:33 · answer #3 · answered by maybe 2 · 0 0

The time to go up the chain of command is now. This is an employee who is abusive to other employees. She is also stealing from the company. If she is clocking in and then doing non company related things i.e., homework she is in essence "stealing" her pay. You've done all the right things to this point; written her up, spoken with your supervisor. The next step is to fire her. Find out specifically what documentation your company requires and do it.

2007-04-07 06:48:12 · answer #4 · answered by Angie 6 · 0 0

Why have you put up with this type of behavior? You are her manager if she is treating you this way? Fire her butt.

It is you job to see that all of your employees are treated fairly, the rest of your employees must see what is going on and have to be wondering, can I get away with the same stuff since her boss obviously will not do anything.

It is your job to set a example. Do it now.

2007-04-07 06:39:35 · answer #5 · answered by ? 7 · 0 0

This girl should be fired. If you are in a position to do that, you should. If not, you should recommend termination to whoever has the authority to make it happen.

Clocking in without working, lying about hours worked, and getting paid for it is called stealing from the company.

2007-04-07 06:46:49 · answer #6 · answered by Mel 6 · 1 0

Consult with your boss, and agree to put her on probation.
Remain professional at all times.
make a specific list ot things that can be measured of what she has to change and the consequences if she does not meet expectations.
Then review her probation process and reward her if she does well and fire her if she did not meet expectations.
make the process clear to her right from the beginning.

2007-04-07 06:43:54 · answer #7 · answered by seeker100 3 · 0 0

Quietly find a replacement, then oust the B... everything will get better immediately.

2007-04-07 06:38:37 · answer #8 · answered by Anonymous · 0 0

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