How to Correct Bad Employee Performance-Attendance and/or Tardiness

Coury Ferguson

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#41
Sometimes. There has been a total of 17 days in 6 months. Rarely is prior approval issued. The time off without notice has been for, sick (cold, food poisoning, back), apartment inspection and dog sick.
Does the HR procedure on discipline allow for adding additional probationary time for someone that abuses sick leave and/or require them to produce a Doctor's note?
 
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B

Bunny

#42
Yes to the first question.
We require a sick note after 2 consecutive days. HR was going to ask her for it last week, but then I said that she was out because the dog was sick not her. Maybe we should of asked for a note from the Vet. LOL
 

Coury Ferguson

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#43
Yes to the first question.
We require a sick note after 2 consecutive days. HR was going to ask her for it last week, but then I said that she was out because the dog was sick not her. Maybe we should of asked for a note from the Vet. LOL
You could. A Dog does not fall under Family Medical Leave Act :)

Added: If she is using a Sick Day for her dog that wouldn't/shouldn't be allowed. Those days are considered personal time and not sick days
 
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Jen Kirley

Quality and Auditing Expert
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#44
AllExperts article was nice but it didn't dicuss a situation where the employee was put on probation for 60 days, came to work everyday, the probation was lifted and the next month took 2 sick days and then 3 more the month after that.

It is her right to take days allotted to her with prior approval. Exceptions are made for sicknesses.

Don't you think it is irresponsible to be out off the office on a Friday for business reasons and then take Mon-Wed off because of a sick dog? Especially when you have a past history of excessive absences and already have been warned?
What constitutes "prior approval"?

So, she's gone through a 60-day warning period and is now "reset" because the 60 day period has passed with no issues. What does your policy say about number of disciplinary actions before dismissal? Or in a given time frame?

Despite my opinion of the meaning of irresponsibility, exactly what policy is she breaking, and in precisely what way? This will need defining in clear terms in order to use it as cause for dismissal. The policy needs to be clearly worded. I have not yet seen how it will help you because it appears to have laid out the rules for a game she has learned to play.

USLegal.com has a page on Absenteeism Law and Legal Definition.
 
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B

Bunny

#45
Prior approval. She asks for time off before the day desired, I approve it by responding to her in an e-mail and coping HR & Payroll so they update their records accordingly.

The policy leaves open the number of warnings, but I have been told, 1 verbal and 3 written and then you are out. She has 2 verbals and 2 written.

The last written warning says further occurrences can lead to further disciplinary actions, unpaid suspension or termination. No specific mention of time frame.

She seems good at the game.
 

AnaMariaVR2

Trusted Information Resource
#46
As ridiculous as it sounds, :evidence:document & collect evidence by requesting notes from all relevant parties:

  1. vet
  2. doctor
  3. mechanic
  4. boyfriend
  5. and even, Bad Luck Schleprock (see thumbnail; from The Pebbles and Bamm-Bamm Show)


Plenty of opportunities have been given & it is sad to see a good employee still not learn from her mistakes after giving ample opportunities to correct the problem. She sounds like she is in denial because she doesn't take all this seriously.

:agree1:Great that you are getting a new person!
All the best from now on.
 

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Jen Kirley

Quality and Auditing Expert
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Admin
#47
Prior approval. She asks for time off before the day desired, I approve it by responding to her in an e-mail and coping HR & Payroll so they update their records accordingly.

The policy leaves open the number of warnings, but I have been told, 1 verbal and 3 written and then you are out. She has 2 verbals and 2 written.

The last written warning says further occurrences can lead to further disciplinary actions, unpaid suspension or termination. No specific mention of time frame.

She seems good at the game.
Being told of a policy doesn't make it binding. Unless it's official, it's tribal knowledge.

Some more resources: NOTE: You are in Human Resources territory. Your HR people should manage this process.

NY: excess absenteeism
Absenteeism Control: A Survey of Methods and Results
Employment Law in New York
 
F

falconer65

#48
This has been an interesting thread to read.

The OP was looking for advice on how to retain a valued employee. Otherwise I assume the post would never have been made.

Eight replies say fire, two say get rid. At no time has the OP said the employee has violated attendance policy, in fact, quite the opposite. I find this quite disappointing and reflective of the plantation mentality where people are disposable. And then people wonder why turn over is so high and no one wants to work for the company.

I found six responders that were helpful. :applause:
Thank you for leading. I will follow and hope to lead others as you do.
 

Coury Ferguson

Moderator here to help
Staff member
Super Moderator
#49
This has been an interesting thread to read.

The OP was looking for advice on how to retain a valued employee. Otherwise I assume the post would never have been made.

Eight replies say fire, two say get rid. At no time has the OP said the employee has violated attendance policy, in fact, quite the opposite. I find this quite disappointing and reflective of the plantation mentality where people are disposable. And then people wonder why turn over is so high and no one wants to work for the company.

I found six responders that were helpful. :applause:
Thank you for leading. I will follow and hope to lead others as you do.
I am kind of curious about your post. When I was reading the entire post I don't remember (could be my age) any mentioned about retaining. I believe and I have been wrong before. The opening paragraph below doesn't mention that retention was what they were looking for:


I ran out of ideas and need advice. I have one employee who has poor attendence. She has been employed for just under six months. In that 6 months she has taken 17 sick, vacation and unpaid days. The majority of the days have been unscheduled and consecutive. I have spoken with her multiple times, HR has spoken with her, we even put her on written notice and withdrew her right to OT for a while. At first she would defnd herself by saying she can't help it, she was sick, she was never like this before, it will never happen again. She said all the right things. More recently, she has become less remorseful and complains that life is getting in the way.
Nor in the second paragraph:

I do not know what else to say to get it through to her that attendence is important to me and the company. Everythime she is out, my work get effected and her work gets behind. She then whines that she has so much to do and can't get caught up. She knows I already work at least an hour a day extra (I am salaried, she is hourly). She knows I rarely take more than a day or two of consecutive vacation time, I work on days off, etc.
Here in this paragraph it is talking about the employee's excuses and it states that the poster would defend her IF:

If I felt she was seriously sick or had serious issues, I would defend her to HR and work with her. But she denies any serious issues and seems to take off whenever she has the slightest cold, or whenever the dog is ill or whatever other excuse she can come up with.

I haven't replaced her for the sole reason that when she is here, she does work hard to get caught up. She is a quick learner and generally performs well. But, the excuses and recent whining is aggravating. Any advise for me?
Were my eyes failing me here. Did I miss the point of the post or something. Please help me here. I can always use help in understanding someone's post.
 
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