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

Coury Ferguson

Moderator here to help
Staff member
Super Moderator
#51
Jennifer is correct here. This is more of an HR issue. They know the Labor Laws and their job is to protect the company from any lawsuits.

The employee appears to be using sick leave on things they should be using personal time (Vacation). I would start by having HR take those days from Vacation. Maybe the employee will get a better picture once they realize that they are loosing Vacation time. This is just another personal opinion of mine.
 
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B

Bunny

#52
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
That is not correct. Those days are considered flexible and can be used for anything from vacation, personal or sick. We call them FTO Flexible Time Off.
 

Coury Ferguson

Moderator here to help
Staff member
Super Moderator
#53
That is not correct. Those days are considered flexible and can be used for anything from vacation, personal or sick. We call them FTO Flexible Time Off.
That is very generous of your company.

In my opinion: sick leave is for being sick or an immediate family member. Vacation or Personal days are for everything else.
 
B

Bunny

#54
It seems the topic is getting muddled. The days here can be used for anything that is needed. Most staff are issued 10 days per year. They can all be used for sick or for vacation or whatever. The days (except sick) require prior approval. The sick days obviously don't but the policy was written loose enough that it didn't result in punishing a good employee. There is wiggle room left for managers to make case by case decisions.

My OP was to get advice. If the advice can help be retain her - Fantastic. If that advice is that I have indeed did all I can do and she should be replaced then - Fine. I was just making sure that I didn't overlook something. The only suggestion I saw that I did not do was the corrective action suggestion. It would be a good idea to have the employee tell me how they intend to repair the issue rather than me and HR just saying "stop it". Obviously that didn't work long term. I forward one of the articles to HR and she liked it.

Yes, some of this is HR territory and I am a bit frustrated that HR hasn't be able to solve it either. I don't want to deal with these issues, but they come with the territory. I can't just tell HR to deal with it, the employee is mine and I am going to deal with it as far as reasonable. Researching her private life is not reasonable.
 
B

Bunny

#55
That is very generous of your company.

In my opinion: sick leave is for being sick or an immediate family member. Vacation or Personal days are for everything else.
Yes it is generous, we are an employee friendly company. The policy was changed last year to reduce the administration burden and give flexibility to the employees.
 

Coury Ferguson

Moderator here to help
Staff member
Super Moderator
#56
It seems the topic is getting muddled. The days here can be used for anything that is needed. Most staff are issued 10 days per year. They can all be used for sick or for vacation or whatever. The days (except sick) require prior approval. The sick days obviously don't but the policy was written loose enough that it didn't result in punishing a good employee. There is wiggle room left for managers to make case by case decisions.

My OP was to get advice. If the advice can help be retain her - Fantastic. If that advice is that I have indeed did all I can do and she should be replaced then - Fine. I was just making sure that I didn't overlook something. The only suggestion I saw that I did not do was the corrective action suggestion. It would be a good idea to have the employee tell me how they intend to repair the issue rather than me and HR just saying "stop it". Obviously that didn't work long term. I forward one of the articles to HR and she liked it.

Yes, some of this is HR territory and I am a bit frustrated that HR hasn't be able to solve it either. I don't want to deal with these issues, but they come with the territory. I can't just tell HR to deal with it, the employee is mine and I am going to deal with it as far as reasonable. Researching her private life is not reasonable.
If you are looking to retain her then do, but from a Company's point of view, you need to allow everyone else in your group the same privilege. You cannot show favoritism unless you do it for all. Also, from a Company's standpoint the Employee will be more trouble then they are worth. There are many inspectors out of work and there is someone that could easily replace this specific person and be just as good.

This is my opinion based upon 18 years in Management with a total of 25 + years in the Quality Assurance Field.
 

Coury Ferguson

Moderator here to help
Staff member
Super Moderator
#58
If she is hopeless, I am not going to retain her.
She is the group. I have to get some else on first.
Bunny,

I may seem harsh in my opinion, however, you must put the Company's needs first and protect the company. Then you need to protect your group. Especially if you like working for them.

Again, my opinion is that this specific person is hopeless. Too many problems and they don't put the Company's interest first. The Company pays their salary. Their (employee) priorities are wrong.

Now, I do believe that Family comes first and that is my first priority. The company is second on my priorities.

If you are looking to replace this employee, you could advertise here in the Cove free. Post the position, but check with HR first.
 
B

Bunny

#59
I do not think you are being harsh. You are saying what everyone else here said.

If I was harsh and not looking out for the company, she would already have been gone. In addition, I would not have pleaded with her to tell me why she was out so much and given her so many chances.

I do not consider a dog or a live in boyfriend family.

I also wanted to add that the generosity my company offers is a fantastic benefit for both parties when not abused by either party.
 

Coury Ferguson

Moderator here to help
Staff member
Super Moderator
#60
I do not consider a dog or a live in boyfriend family.
I agree, Family are immediate (children, spouse, Parents, and brothers and sisters), not a dog (even though some people may feel that way) or a boyfriend.

Advertise your position here in the Cove, you might find someone that is able to do what your group needs.

I have a question:

Do you really feel that this employee is worth the extra work/effort that you are putting in and do in their absence, and can't be replaced?
 
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