Need Advice... Business Owners-Managers-Bosses

[Thunder69]

I am a business owner. Over the past 2 weeks I have had a manager of mine leave for a different job. He left on good terms. I hired a new girl that I am training.

I have been putting in 70 hours a week for 2 weeks ... not a big deal... it takes some time to teach trainee different aspects of her job ... once she gets it, I can relax.

Here is the scenario, another employee was suppose to open my shop on friday morning at 9AM. At 10AM one of my clients call and asks if I plan to open today. I throw on some clothes and rush to shop to find a few angry people.. after calming them and giving them gratuities.. I start to fume and locate this girl to no avail. Grabbing my cell phone, which was dead.. I check the messages to get a message from this girl at 6AM telling me how sick she is, with her voice progressively getting worse and nasily as her message went on telling me she wont be in today.

This girl was fired by me 9 months ago and rehired by my partner while I was out of town 3 months ago. When I came back I blew my top. I talked to this girl and told her that she has one chance. Thats when she admitted to me, that she was doing speed to lose weight and it was messing with her system and making her system fucked up..... soort of the same shit thats going on now.


What do I do? I dont like the girl, but with that, I wont fire her because of my dislike for her. I am a fair person and my gut feeling is to fire her. The reason I am asking is because I have only been a busines owner for a little over a yr.

Any input would be appreciated. Thanx

 

[Laurel]

Do you have an anti-drug policy in place? If so, you can boot her for her admission. If not, give her the one chance and watch her like a hawk. The first misstep (which will happen almost immediately, if she's as flaky as she sounds), fire her and make sure she's not hired again without your knowledge.

 

[Bindii]

The last time an employee of mine claimed to be sick - I popped in to 'see how she was doing'.....she was entertaining friends!

Can you stop by her house and see for yourself if she is really sick? If she is I'd make a point of pointing out that she did not contact you in person (surely you were contactable sometimes between 6am and 9am) to make sure you recieved the message.

If she's not sick then I'd think seriously about whether you want to keep her on or not. I have no idea what laws are in place where you live when it comes to laying off staff but its not so easy here.

Good luck and let us know how you went.

 

[MissTaken]

Laurel?

You own a business? *sassy smirk*


So, she did call in but your phone was dead. So far, it looks like a serious conversation about your reservations in having her there and giving her one more chance. Can you suggest a drug test, if you are concerned about that?

Would you normally have phoned back, had you got the message? Would she have expected to hear back from you?

What would your partner say? What does he think? Is this her first fuck up since returning to work?

Hmmmm lots of things to consider. Bottom line: If she isn't doing the job you expect, she shouldn't be there.

IF so...greater concern.

 

[T.H. Oughts]

It all depends what is in your contracts to what you can do straight away...

If she "is" doing drugs and it is affecting her work... even once... get rid of her... they are plenty of other people out there that would love the job and have the skills to do the job.

ALSO remember she did leave you a message that she could not make it a few hours before the shop was to open..... she may have a cold, who knows..... Some of the fault is with you not having the batteries charged on your phone.....

 

[Thunder69]

Do you have an anti-drug policy in place? If so, you can boot her for her admission. If not, give her the one chance and watch her like a hawk. The first misstep (which will happen almost immediately, if she's as flaky as she sounds), fire her and make sure she's not hired again without your knowledge.

She had her chance is what I am saying and it took her 2 days to respond to me after atleast 10 calls a day since friday, telling me she went to her moms on fridayand that hse wasnt checking her calls at all .. when Iknow she has since the answering machine picks upp after 2 rings then next time after 5 rings... No drug policy ... how ya expect me to get my stash if I have that sorta policy. just kidding

 

[CarolineOh]

Do you have documentation of the employee's previous drug use or work related problems? Because if you were to fire her at this point, and you can't show a history of problems, the labor Board, should she seek redress, is going to see a situation where the employee made a diligent effort to report in sick, was not able to do so because of your negligence, and was fired for what's going to look like very little good cause.
It doesn't matter that you may, in fact, have good cause. You have to be able to show it. And you'd better make absolutely sure your partner is on board with it.
I hate having to fire anyone, but I've been in a position similar to yours. It really stinks, but not doing things the right way can make it all much worse. Be very careful, and make your decision rationally, not emotionally.

 

[Thunder69]

It all depends what is in your contracts to what you can do straight away...

If she "is" doing drugs and it is affecting her work... even once... get rid of her... they are plenty of other people out there that would love the job and have the skills to do the job.

ALSO remember she did leave you a message that she could not make it a few hours before the shop was to open..... she may have a cold, who knows..... Some of the fault is with you not having the batteries charged on your phone.....

No fault of mine at all ... I have one other cell phone and 2 home lines, all in working order and all my employees have all the numbers...and at 6AM I will hear my phones

 

[Thunder69]

Do you have documentation of the employee's previous drug use or work related problems? Because if you were to fire her at this point, and you can't show a history of problems, the labor Board, should she seek redress, is going to see a situation where the employee made a diligent effort to report in sick, was not able to do so because of your negligence, and was fired for what's going to look like very little good cause.
It doesn't matter that you may, in fact, have good cause. You have to be able to show it. And you'd better make absolutely sure your partner is on board with it.
I hate having to fire anyone, but I've been in a position similar to yours. It really stinks, but not doing things the right way can make it all much worse. Be very careful, and make your decision rationally, not emotionally.

Off the books

 

[Thunder69]

Do you have documentation of the employee's previous drug use or work related problems? Because if you were to fire her at this point, and you can't show a history of problems, the labor Board, should she seek redress, is going to see a situation where the employee made a diligent effort to report in sick, was not able to do so because of your negligence, and was fired for what's going to look like very little good cause.
It doesn't matter that you may, in fact, have good cause. You have to be able to show it. And you'd better make absolutely sure your partner is on board with it.
I hate having to fire anyone, but I've been in a position similar to yours. It really stinks, but not doing things the right way can make it all much worse. Be very careful, and make your decision rationally, not emotionally.

I am not worried about labor board at all.... she knows she was on thin ice with me from the start ...... I just want to know if I would be justified in firing someone who made a dismal attempt to get in touch with me to tell me she was sick.. what if a customer didnt have my number? ... I would never have opened till 3pm

 

[MissTaken]

No fault of mine at all ... I have one other cell phone and 2 home lines, all in working order and all my employees have all the numbers...and at 6AM I will hear my phones

Serious reprimand.

Remind her of the phone situation.

Tell her you think she is full of shit and you are watching her. Then, do so.

Be direct. Be honest. Document. Document. Document.

 

[Thunder69]

The last time an employee of mine claimed to be sick - I popped in to 'see how she was doing'.....she was entertaining friends!

Can you stop by her house and see for yourself if she is really sick? If she is I'd make a point of pointing out that she did not contact you in person (surely you were contactable sometimes between 6am and 9am) to make sure you recieved the message.

If she's not sick then I'd think seriously about whether you want to keep her on or not. I have no idea what laws are in place where you live when it comes to laying off staff but its not so easy here.

Good luck and let us know how you went.

My point exactly Bindi ... she didnt attempt to contact me once after the first call... and also like I stated, I am more fair as a boss than anyone I may think ... peopple say that I am too easy on them... I am laid back ,,, just don't fuck with my living And if my decision is to let her go and she wants to persue anything ... its easy enough to stop

 

[KinkyKat]

I agree about giving her another chance, and admire you for your interest in fairness.

After all, the way you treat one employee is noticed by other employees, your customers, and your suppliers.

However, you've given her fair notice about her last chance, and if she screws up, she needs to be fired.

 

[Thunder69]

It all depends what is in your contracts to what you can do straight away...

If she "is" doing drugs and it is affecting her work... even once... get rid of her... they are plenty of other people out there that would love the job and have the skills to do the job.

ALSO remember she did leave you a message that she could not make it a few hours before the shop was to open..... she may have a cold, who knows..... Some of the fault is with you not having the batteries charged on your phone.....

T.H. Oughts did you get that PM I sent you? I sent you a few of them....... hmmm must be something wrong with the service.

 

[Thunder69]

I agree about giving her another chance, and admire you for your interest in fairness.

After all, the way you treat one employee is noticed by other employees, your customers, and your suppliers.

However, you've given her fair notice about her last chance, and if she screws up, she needs to be fired.

This one was the last chance I was giving her.




How come the dudes aren't commenting? Don't they have jobs?

 

[Private Vasquez]

well, I need a job, I'll gladly take over for her.

I'm not the most punctual person (CP time, it's not my fault), and I demand a high pay, but I'm great with kids and the elderly.

 

[Bindii]

My point exactly Bindi ... she didnt attempt to contact me once after the first call... and also like I stated, I am more fair as a boss than anyone I may think ... peopple say that I am too easy on them... I am laid back ,,, just don't fuck with my living And if my decision is to let her go and she wants to persue anything ... its easy enough to stop

She obvioulsy has a poor sense of responsibility. No matter how sick (or not sick) she was; she should have ensured that you were notified in person....whether she rang you or asked someone else to call - like her mother if thats where she was that day.
If you are so against having this girl in your employ then I'd go with your gut instinct and fire her, obvioulsy there is more to it than this one occasion; just make sure your backs covered.

 

[Thunder69]

Ladies, Thanks for all your input.... much appreciated


And dudes... go out and find jobs .. cant believe not one piece of advice from the guys

 

[explain]

Definately add to the employee handbook, "This is an At-Will company." You're covered against any future actions.

Also, a probation notice is in order.

Nothing I hate worse than firing an employee, only had to do it maybe ten times, but each one still upset me as much as them. Hell, one dude went off on me and I had to call security to have him removed from the building!

I've now found that the probation notice helped in about 80% of the cases, so it's my new standard. Second notices mean forfiet of any possible raise or annual increase. Third notice is the pink slip.

 

[Jellybeangirl]

Be careful...

Since she admitted to you that she is using speed (a DRUG) she may now be in a protected class. Has she mentioned or implied at all that she has a problem? If she has, you need to go thru the proper procedures & hold her job if she is willing to go thru rehab- which she has to provide documentation for on a regular basis. Are you familiar w/ FMLA?

I'm going thru something similar to this- it pretty much sucks. Seems as if all the labor laws only protect the employee & not the employer.

Good Luck!

 

[explain]

And dudes... cant believe not one piece of advice from the guys

Sorry, I got called away 2 seconds after I started my reply to you! 30 minutes later, I was able to finish!!!

 

[koalabear]

She would have been fired.

You cannot run a business with people who do not show up. Drugs have no place in the workplace either. Show her the door.

 

[Thunder69]

Re: Be careful...

Since she admitted to you that she is using speed (a DRUG) she may now be in a protected class. Has she mentioned or implied at all that she has a problem? If she has, you need to go thru the proper procedures & hold her job if she is willing to go thru rehab- which she has to provide documentation for on a regular basis. Are you familiar w/ FMLA?

I'm going thru something similar to this- it pretty much sucks. Seems as if all the labor laws only protect the employee & not the employer.

Good Luck!

Putting the laws aside ... which I am not worried about (have big friends in trenchcoats) she blatently screwed me over that day and it was her last chance ... I wanted to know if I am justified if I fired her

 

[Weird Harold]

Re: Re: Be careful...

she blatently screwed me over that day and it was her last chance ... I wanted to know if I am justified if I fired her

Quit dithering and fire her. If you don't, you'll lose credibility with your OTHER employees when you give them a "final warning."

 

[CarolineOh]

I am not worried about labor board at all.... she knows she was on thin ice with me from the start ...... I just want to know if I would be justified in firing someone who made a dismal attempt to get in touch with me to tell me she was sick.. what if a customer didnt have my number? ... I would never have opened till 3pm

I wouldn't presume to tell you how to run your business, but I think it is shortsighted to just assume that a fired employee does not have any legal recourse, and my advice to you remains, make sure you have all your ducks ina row before you take action.
Her attempt to call you may have been dismal but it was still an attempt that failed because of your negligence. She almost certainly deserves to get fired, but she also stands a good chance of cleaning your clock if she decides to take legal action.