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An Employee's Bad Attendance
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An Employee's Bad Attendance
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Please help... this is a sticky situation.
One of our consultants has been missing a lot of work. She worked about 5 days in two weeks, then got into a car accident... she then missed one full week
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An Employee's Bad Attendance
posted at 10/12/1999 12:17 AM EDT
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Posts: 1
First: 10/12/1999 Last: 10/12/1999 |
Please help... this is a sticky situation.
One of our consultants has been missing a lot of work. She worked about 5 days in two weeks, then got into a car accident... she then missed one full week and came back with 2 doctors notes (from 2 different doctors), one explained she could come back into work on the Wednesday she missed, the other explained she would need to be out the whole week. She gave these to us after she had already missed the time. She then missed the beginning of the next week, came in for one day and said she was experiencing pain and did not come in for the rest of the week (so only 1 day was worked that following week). She did manage to show up to pick up her check right before she went to class (she has attended school throughout this time). This week she is now again not attended work and said she would go get a doctors note (meaning that she did not already have the OK from the doctor to miss all this time) We feel now that our client will not want her to return which means we will have to let her go. We have not done any documentation on her, and she has had bad attendance for months now. What can we do to avoid any liability? Thank you for reading through all this, Kali Patras Executive Recruiter |
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An Employee's Bad Attendance
posted at 10/12/1999 8:56 AM EDT
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Posts: 60
First: 6/13/1999 Last: 5/22/2005 |
Did you call the Doctors? If one said she could and one said she couldn't work then someyhing was wrong.
If she is working for a client why do you have her still working if her attendance is so bad. Just talk with the client and have the client tell you that the client wants someone dependable. If she is not working is she getting paid? Is she just hanging on for the benefits? And if she is a full time employee with more than a year's service and you have 50 or more employees in a 75 mile area, she is entitled to an FMLA leavve. If not, then you should warn her. My favorite wirds for attendance are: consistant predictable attendance is an essential funtion of the job. Mike Smith Dir, HR Apartment Search |
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An Employee's Bad Attendance
posted at 10/13/1999 9:16 PM EDT
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Posts: 22
First: 10/6/1999 Last: 12/5/2002 |
Well many IT Consulting companies face this typical problem as most of the time the fate of the consultant is dependant on the client.I am not sure whether employment laws of your country permit termination with one month notice. The burden is usually limited to one month notice. If she is in unionised category ,it might rake up issues. Since you do not trust the employee any more do the following : 1. Find out what is the exact problem & tell her it may be difficult for the company to continue to employ her in view of her attendance . Most of the professionals get the message correctly & look for change on their own. 2. Transfer her to" Timbaktu ". 3. For most of the IT people attending training classes are more important than doing a regular job. If this incident is happening for the first time ,just councel her & ask her to get back to her. Reduce your margin on her & share a bigger piece of cake ,I 'm sure she might be interested to stay back . |
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An Employee's Bad Attendance
posted at 10/13/1999 9:32 PM EDT
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Posts: 23
First: 6/17/1999 Last: 4/3/2001 |
In addition to the other respondents' suggestions, start documention ASAP of all the absences and the details: approved, unapproved, reasons, no calls, etc. Let her know the absences related to the accident are separate issues from the ones related to it, and deal with the attendance problem. The biggest abusers are most adept at manipulating FMLA as well, so someone will have to be on top of this and documenting EVERYTHING. Get an IME if you think she is faking. They are also often the most litigious too, so be armed with the facts in writing. Be sure to follow your policies governing this to the letter if you have them. I've seen too many mistakes made by not doing the above. These problems do not just go away by themselves. I know it feels like the 80-20 rule, and it is, but other employees see what abusers get away with and it affects morale of the whole group, so, be direct with her, set standards and start documenting and counseling her. |
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