Staff discipline, Warnings etc

[russy01]

Afternoon,

I understand this is specific to a companies own disciplinary procedure outlined in the employees contract, but still id like to see what your opinions are.

We have recently taken on a new member of staff to work with us on a full time basis, they started on a 1 month probation. The event happened on the start of their 5th week of employment.

Anyway to cut a long story short - I received a text message from the member of staff in question at 6pm on Sunday night stating (not asking) that they would not be able to work on monday as they needed to help their partner out for the day. On receipt of the message I tried to contact the member of staff by phone and SMS, stating that this was unacceptable and that we needed to discuss this immediately. I left it with, my telephone would be available until 12pm and if I did not hear from them then I expect to see them in the morning as per usual. The member of staff did not arrive on monday morning and again I was not able to get hold of them. Eventually they called at 10.30am stating they had only just received my missed calls etc.

Bit of background for you.
- Monday's are critical as we have a backlog after the weekend.
- Procedure for booking holiday requires a form to be submitted. Or written confirmation from myself otherwise.
- This event aside the member of staff is ok and it would be fit for full time employment if they improve in a couple areas which are being dealt with elsewhere.
- Staff member has rushed off twice previously with no explanation. This will be investigated by myself in our initial meeting.

I am holding a meeting with the member of staff early this week to discuss the issue in full and also investigate and ask about another couple issues. I then plan to issue some sort of disciplinary based on their attitude/feedback/explanation - Based on their personality and a brief conversation I expect a full blown apology.

As I have said above the member of staff is OK, however there are areas that we are working on/training. I am considering issuing a very strong verbal warning and offering a short term employment contract. (Work for them may be limited once our busy period ends and it gives me a safety net if they do not improve.)

So, what would you do?

Thanks.

[GT03ROB]

Firstly establish why they needed to help partner, then decide course of action. I can think of a number of reasons it may be quite legitimate, but a large number where it wouldn't.

[AndyTR]

I like to think the best of people but the fact that this was the start of week 5 would set alarm bells ringing. Difficult to know what to do without the other sides story, were they helping their partner out moving house or sorting things out when they'd been rushed to hospital? I'd be looking to issue a written warning if the reason for the absence wasn't one of life or death and terminating contract if it happens again. Also, as they had not technically done the 30 days probation you may want to extend to 3 or 6 months. We do 6 months probation on new hires.

[530dTPhil]

Be very careful how you deal with the situation and do not go into the meeting with a preconceived outcome. Take a read of this for a start; there is much more available if you search 'Time off for dependents'.

https://www.gov.uk/time-off-for-dependants/your-ri...

[HenryJM]

AndyTR said:

I like to think the best of people but the fact that this was the start of week 5 would set alarm bells ringing. Difficult to know what to do without the other sides story, were they helping their partner out moving house or sorting things out when they'd been rushed to hospital? I'd be looking to issue a written warning if the reason for the absence wasn't one of life or death and terminating contract if it happens again. Also, as they had not technically done the 30 days probation you may want to extend to 3 or 6 months. We do 6 months probation on new hires.

Probation isn't meaningful in a legal sense though, the person can be fired in the first two years of employment so long as it is not for reasons of discrimination.

So it's purely an internal issue, make a judgement on whether you want to keep them, sack them, warn them, counsel them - whatever you think is appropriate to cut your losses or improve their performance.

[condor]

AndyTR said:

I like to think the best of people but the fact that this was the start of week 5 would set alarm bells ringing. Difficult to know what to do without the other sides story, were they helping their partner out moving house or sorting things out when they'd been rushed to hospital? I'd be looking to issue a written warning if the reason for the absence wasn't one of life or death and terminating contract if it happens again. Also, as they had not technically done the 30 days probation you may want to extend to 3 or 6 months. We do 6 months probation on new hires.

+1

I've always thought it was usually 6 months probation too

[IATM]

I would never even have dreamt of leaving my employer in the lurch like that.

He/she should ALWAYS provide a legitimate excuse to have the day off and ask for permission - its not a given right to take a day off when you feel like it.

[russy01]

Sorry thought I had put why he was helping, must have forgot.

Basically he moved house (rented to rented, so no harsh timeframes as new rental house was already signed for). He was moving on the Saturday morning and he left fairly early friday so he could do some more packing. His reason for not coming in on the monday was because they hadn't unpacked a lot of things still and he didn't want to leave his wife with a big mess....

So for me, thats a non acceptable excuse. Its a given when you move, that you are going to be living out of boxes for at least a few days. If you want to sort the house out immediately then you should make prior arrangements to take leave to do so.

The other thing that really annoys me is the whole SMS thing. I mean, if he called up earlier in the day and asked nicely I would have considered and probably been able to arrange cover. But to send a text stating that you are NOT coming in is just damn rude, and frankly shows an attitude that might not mix well with me going forth.

As for probation, from what I read its not really worth the paper its written on. But I doubt the vast majority of the public have any idea about its worth either.

[Mal001]

If they are taking the mick after a few months, in my experience it will only get worse. I would sack them now.

Sounds harsh but I've seen too many people get away with this and it pisses off everyone else no end. If they had asked you for the time off it might be different.

[scottri]

I'd go with a written warning. If it happened again I'd get rid.

Amazing that people think that behaviour is acceptable.

[russy01]

Mal001 said:

If they are taking the mick after a few months, in my experience it will only get worse. I would sack them now.

Sounds harsh but I've seen too many people get away with this and it pisses off everyone else no end. If they had asked you for the time off it might be different.

This is my dilemma. Getting rid only brings back the problem of not having enough staff and having to spend ages trying to recruit again. Whilst he's pissed me off big time at the moment, for 90% of the time its a blessing having the extra member of staff. Although I totally agree that if their attitude is like this now it will only get worse.

I think I will lay it on the line big time and only offer a short contract. That way I am in control and still get the help I require at this very moment (very important time for us, I have to concentrate on preparations for Christmas and not searching for staff again).

Lets see what our meeting brings, that could change everything anyway.

[russy01]

scottri said:

I'd go with a written warning. If it happened again I'd get rid.

Amazing that people think that behaviour is acceptable.

Yes drives me nuts, I just don't understand how your mind could think thats the correct way to approach something. It makes me wonder what other decisions how minor they may be they take whilst working for you?

[scottri]

Maybe they really think it's acceptable in someway and they make the correct decision while actually at work. Or maybe it is an indication of general decision making skills. Who knows! Either way I'd be setting expectations clearly and watching them very closely!

[Muzzer79]

Mal001 said:

If they are taking the mick after a few months, in my experience it will only get worse. I would sack them now.

Sounds harsh but I've seen too many people get away with this and it pisses off everyone else no end. If they had asked you for the time off it might be different.

This

Do not accept someone taking the piss because recruitment is a pain- you'll be carrying them forever

[dfen5]

End it.

[kev b]

Start looking for a replacement immediately, he seems like the sort of person that would depart and leave you in the lurch without a second thought anyway.

IME you must not allow a bad apple to remain, they will make the whole barrel rotten.

[sgrimshaw]

You should also class this as unauthorised absence and not pay them for that day.

[JustinP1]

sgrimshaw said:

You should also class this as unauthorised absence and not pay them for that day.

That for a start.

I'd also discipline as a matter of course.

Unfortunately, in the last few years I've found that especially younger employees deem work as some kind of optional vocation which comes after their other opportunities.

If there were a genuine issue he could have called and said:

"Sorry to bother you over your weekend but X has happened.... Would be possible that I could have tomorrow off unpaid, or catch up the hours - don't mind which. This really is a one-off, your flexibility would be really appreciated."

The tone of the 'informative' text says it all for the attitude of the employee IMHO.

[PorkInsider]

Mal001 said:

If they are taking the mick after a few months, in my experience it will only get worse. I would sack them now.

Definitely this.

Tell him not to let the door smack his arse on his way out.

There is no way on this earth that someone who doesn't see the problem with taking unauthorised time off, having been told explicitly that they must be in work, and having only just come out of their initial probationary period, is going to turn out to be anything other than a thorn in the side of your business.

Take the pain now as it will only get worse, not better.

[Gargamel]

I wouldn't sack them.

However make clear that this is unacceptable, if it happens again its out the door, tell them you are a nice bloke, who likes to plan, but hate it when people are unreliable.

You may find you gain a more loyal and dedicated person out of it.

One thing I don't understand though, you say they have a job with you, but that you will offer them a short contract? Are they permanent or on a contract?