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Started By
Message
re: Employee trying to make me fire them on Christmas
Posted on 12/23/19 at 12:24 pm to Kvothe
Posted on 12/23/19 at 12:24 pm to Kvothe
quote:
I had one in mind already for no call, no showing several times since being hired 5 weeks ago. She also gets sick extremely often, especially when she doesn’t agree with the daily tasks.
No chance this is a millennial.
0
Posted on 12/23/19 at 12:26 pm to Kvothe
No let her go and when she gets healthy if you have an opening and she’s a good worker, hire her back.
Posted on 12/23/19 at 12:45 pm to Kvothe
Do not respond to the boyfriend! It does sound like drugs.
How was the boyfriend able to access the intranet? Wouldn’t he need a password? If she has amnesia, how did he get the password? Wouldn’t she need to remember it?
First, speak with HR. Many people are discussing FMLA. If she has only been working there for 5 weeks, she would not qualify for FMLA. Additionally, it would depend on the size of your company and the other rules to see if she would ever qualify and these depend on which state the company is in. Firing her is the best option. HR or a lawyer if no HR should confirm the process.
How was the boyfriend able to access the intranet? Wouldn’t he need a password? If she has amnesia, how did he get the password? Wouldn’t she need to remember it?
First, speak with HR. Many people are discussing FMLA. If she has only been working there for 5 weeks, she would not qualify for FMLA. Additionally, it would depend on the size of your company and the other rules to see if she would ever qualify and these depend on which state the company is in. Firing her is the best option. HR or a lawyer if no HR should confirm the process.
Posted on 12/23/19 at 12:47 pm to Displaced
quote:That's the one thing amnesiacs remember to do!
If you fire her, she will sue you. Bet on it.
Posted on 12/23/19 at 12:54 pm to Kvothe
PIIHB
Posted on 12/23/19 at 1:13 pm to Kvothe
Better call your lawyer and ask him/her about FMLA.
Posted on 12/23/19 at 1:16 pm to Kvothe
You believe this, maybe you’re the one that needs to be fired.
Posted on 12/23/19 at 1:18 pm to Kvothe
quote:
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.
surejan.gif
Posted on 12/23/19 at 1:18 pm to CamdenTiger
Best advice yet
Posted on 12/23/19 at 1:21 pm to Kvothe
Come on man, this is to easy. Request that she file FMLA paperwork for time off more than 3 days. You folks have much to learn about personnel management. Just because she may not qualify doesn't mean you can't require her to file.
This post was edited on 12/23/19 at 1:24 pm
Posted on 12/23/19 at 1:24 pm to Sack531
quote:
this is to easy.
Maybe not.
Posted on 12/23/19 at 1:31 pm to Kvothe
so, no pics yet ?
Posted on 12/23/19 at 1:40 pm to Kvothe
quote:
..no showing several times since being hired 5 weeks ago. She also gets sick extremely often...
This all happened within 5 weeks? What are you waiting for?
Posted on 12/23/19 at 1:40 pm to Kvothe
Well dude if she can cross train to make sandwiches instead of just running the register she’s a keeper. Maybe have her scrape up the used rubbers in the parking lot.
Posted on 12/23/19 at 1:43 pm to Displaced
quote:
In Louisiana, you may be fired for any reason, or no reason, unless: ? you have a contract of employment for a specific length of time; or ? are a union member with a collective-bargaining agreement. However, you cannot be fired for a reason protected by federal or state law.
Posted on 12/23/19 at 1:47 pm to Kvothe
Also, when she gets sick, does she provide a doctor's excuse?
Posted on 12/23/19 at 1:50 pm to Mr Clean
quote:
frick you
you wouldn't say that to my face mr internet tough guy. hey blee dat, stfd and go collect your welfare check, loser.
6'0 220ish here...you don't want none of me irl.
Posted on 12/23/19 at 1:52 pm to CamdenTiger
quote:
Just tell her she never worked there, see if she remembers
Posted on 12/23/19 at 1:53 pm to Kvothe
Gotta let you go.
Posted on 12/23/19 at 1:58 pm to Kvothe
If I read everything correctly the person has only been employed with you for five weeks.
Typically any company or business that is smart has a 90 day probation period. Upon the persons date of hire the HR person or a supervisor should have went through minimum expectations within that 90 day period.
This person seems to have failed at the minimum standards such as showing up for work during the 90 day probation period. I would assume or hope showing up for work would be a minimum standard.
At this point when the employee comes back to work have a review of the employees 90 day performance. Then let this person know they have failed to meet minimum performance standards.
Then let this employee go with their check if they earned anything.
Typically any company or business that is smart has a 90 day probation period. Upon the persons date of hire the HR person or a supervisor should have went through minimum expectations within that 90 day period.
This person seems to have failed at the minimum standards such as showing up for work during the 90 day probation period. I would assume or hope showing up for work would be a minimum standard.
At this point when the employee comes back to work have a review of the employees 90 day performance. Then let this person know they have failed to meet minimum performance standards.
Then let this employee go with their check if they earned anything.
This post was edited on 12/23/19 at 2:00 pm
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