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Message
re: Employee trying to make me fire them on Christmas
Posted on 12/23/19 at 11:40 am to Kvothe
Posted on 12/23/19 at 11:40 am to Kvothe
No need to fire her, tell her you don't have room for her on the schedule. Tell her it's Christmas time and everyone is asking for hours to cover gift buying. Tell her, when she is ready to come back, write down the days she can work. Then just say that doesn't work for you.
1
Posted on 12/23/19 at 11:40 am to Kvothe
quote:
no call, no showing several times since being hired 5 weeks ago
Would tell boyfriend that she needs to contact you asap. I would have fired her due to the no shows alone. Print her last check and tell her to come get it, assuming you owe her anything.
Posted on 12/23/19 at 11:44 am to Kvothe
quote:Why didn't you fire her long ago?
I had one in mind already for no call, no showing several times
Posted on 12/23/19 at 11:44 am to Kvothe
quote:
Today, her boyfriend messaged me on the company intranet saying she had a seizure and has amnesia. Doesn’t know her name, the year, ect. and the doctor has no time table for return to normalcy. He wants to know if this is cool and if she’ll have her job whenever she gets healthy.
Have the doc write an excuse on their letterhead, that will probably resolve it
Posted on 12/23/19 at 11:44 am to Kvothe
quote:
her boyfriend messaged me on the company intranet
I would be extremely interested in how this came about considering she has amnesia
Posted on 12/23/19 at 11:46 am to Kvothe
quote:she may not even remember having this job
amnesia
Posted on 12/23/19 at 11:49 am to Kvothe
you better fire her before she files for FMLA. Once she goes on govt approved leave, I don't think you can legally fire her until she gets back. even then, you better have a clear cut case that you are firing her for shite previous to leave. Otherwise, she'll claim you are firing her for being out on FMLA.
Posted on 12/23/19 at 11:52 am to Kvothe
I'd be interested to see the Dr.'s note for amnesia. And the drug test result.
Posted on 12/23/19 at 11:53 am to Kvothe
Tell the boyfriend no problem but HR wants her to file a medical authorization to get updates on her medical status.
And then you coukd ask how he was able to access the intranet if she had amnesia and couldn't tell him how.
And then you coukd ask how he was able to access the intranet if she had amnesia and couldn't tell him how.
Posted on 12/23/19 at 11:55 am to Kvothe
quote:
We realized we over staffed recently
quote:why were you hiring 5 weeks ago if barely a month later you're worried about being overstaffed.
being hired 5 weeks ago
Sounds like the decision maker is the one that needs to be fired
Posted on 12/23/19 at 11:56 am to Kvothe
You should get HR and your company lawyer involved ASAP to make sure your bases are covered. People are very slick at getting things by unsuspecting management when trying to game the system. You may think you are saying the right thing when in reality you are opening a door for drama down the road.
Second, you need company policies and procedures that clearly outline these types of situations. Make sure that there are clear procedures for actions and the coordinating "punishment". This goes for sick days, no shows, etc. If you think you are prepared for everything, you aren't.
ETA: Meant to add that you also need clear policies for use of company intranet or similar systems by non company personnel. Distribute a phone tree of important numbers that can be used by non company personnel in case of emergency.
Also, it isn't cool if people are using this seriousness of a sickness to get out of job responsibilities. I'm not 100 percent sure on the legality of employer/employee right to know laws for illnesses, so I don't know where you'd stand with requesting medical information, but I would think that an informal update from her doctor would suffice as proof of burden.
After saying all of that, get rid of this person as soon as you can but make sure that you do it the right way so you don't get slapped with some BS lawsuit.
Second, you need company policies and procedures that clearly outline these types of situations. Make sure that there are clear procedures for actions and the coordinating "punishment". This goes for sick days, no shows, etc. If you think you are prepared for everything, you aren't.
ETA: Meant to add that you also need clear policies for use of company intranet or similar systems by non company personnel. Distribute a phone tree of important numbers that can be used by non company personnel in case of emergency.
Also, it isn't cool if people are using this seriousness of a sickness to get out of job responsibilities. I'm not 100 percent sure on the legality of employer/employee right to know laws for illnesses, so I don't know where you'd stand with requesting medical information, but I would think that an informal update from her doctor would suffice as proof of burden.
After saying all of that, get rid of this person as soon as you can but make sure that you do it the right way so you don't get slapped with some BS lawsuit.
This post was edited on 12/23/19 at 12:00 pm
Posted on 12/23/19 at 11:58 am to Kvothe
quote:
Sympathize with an amnesia riddled Christmas or fire her immediately? ETA: this person is hourly, not getting paid when they aren’t here and there was is record of pre-existing medical conditions
Did her amnesia strike you and have you forget proper grammar?
Posted on 12/23/19 at 11:59 am to Kvothe
quote:
no call, no showing several times since being hired 5 weeks ago.
quote:
gets sick extremely often
quote:
had a seizure and has amnesia
Those two are showing the pattern for probably being on heroin, meth, etc. You should send her for drug testing the day she returns.
Posted on 12/23/19 at 12:17 pm to Kvothe
quote:
Today, her boyfriend messaged me on the company intranet saying she had a seizure and has amnesia. Doesn’t know her name, the year, ect. and the doctor has no time table for return to normalcy. He wants to know if this is cool and if she’ll have her job whenever she gets healthy.
What say you, OT?
Sympathize with an amnesia riddled Christmas or fire her immediately?
ETA: this person is hourly, not getting paid when they aren’t here and there was no record of pre-existing medical conditions
You need to first check with HR to make sure firing her now doesn't violate FMLA laws. Now that you ahve been informed of her illness, she should have to submit physician's paperwork. If she doesn't provide the paperwork, then you can fire her.
Sounds like they're setting you up for a lawsuit.
Posted on 12/23/19 at 12:19 pm to Kvothe
No call, no show first time should be fired
What kind of bullshite organization are you running?
What kind of bullshite organization are you running?
Posted on 12/23/19 at 12:21 pm to Kvothe
Fire yourself if you can't realize what the correct decision is...
Posted on 12/23/19 at 12:22 pm to Kvothe
Your story sounds like total BS. However if it’s true, LA is an at will state. You don’t need a reason to terminate her.
Posted on 12/23/19 at 12:23 pm to Mr Clean
what a complete dick you are...chick has amnesia she wouldn't know who tf to call..and props to her bf for not bolting on her.
Posted on 12/23/19 at 12:24 pm to Kvothe
Implement a policy that no call no show on consecutive days constitutes a resignation. Problem will fix itself.
Posted on 12/23/19 at 12:24 pm to Skillet
frick you
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