EE Step Son Issue

LindaS

I have an EE who came to me Friday AM visably upset and needing some assistance. In discussing the situation he informed me that his eldest step-son had been charged the previous evening with a crime involving shaking a baby.

In telling the story the EE stated that the stepson was babysitting his girlfriend's 18-month baby and the baby would not stop crying. The stepson admits that he "lost it" and shook the baby to stop her crying. At that time the baby was in critical condition.

The baby has since died and, according to news reports, he will be charged with reckless homicide.

While I excused him from work on Friday, we planned to meet today to discuss the situation and determine what we, as the employer, could/should do with regard to his needing time off work.

I'm looking for advice. Should I grant him unlimited time off? While I don't know whether this would be some type of FMLA situation (stress on the wife, etc.) he has not been here long enough to qualify.

What steps should I take?

Thanks

ray a

[font size="1" color="#FF0000"]LAST EDITED ON 03-20-06 AT 09:35AM (CST)[/font][br][br]Like you, I would have granted him time off for that Friday, but if he has vacation or sick time available, would make him use that for that day and any further days off. If he were still in his 90 day Introductory Period, I would grant 2 or 3 days off, which is what I do for any new employee regardless of the reason. I would not grant any special favors in this case.

HRinNH

Oh how sad!

We would allow him to take a reasonable amount of time off (2-3 days) but he'd have to cover it from his vacation bank.

Cheryl C.

LindaS

Thanks for the replies. This EE does not have any vacation available at this point so any time off would be unpaid.

I will be talking with the EE this PM to determine what, if anything, needs to be done.

pork1

Linda: Our policy in this type of situation would allow for up to six weeks of time off without pay, but he would have to pay in advance for any medical plan coverage of him while he is out. If he could not afford the up-front medical coverage, then a reasonable 5 days to get his personal life stablized would be available to me the HR, before the fact!

We wish you and he Blessings for his and his son's difficulties in life. The mother's and child are also in our prayers, which maybe about all that any company could do.

PORK

Paul in Cannon Beach

Linda - this is a very sad situation. I hope you will keep us posted on how you decide to handle this one.

These are the days when you realize we don't get paid enough for the difficult decisions we often have to make.

How many other professions have to make daily decisions that have a direct affect on the lives and well being of real people.

LindaS

Thanks for the responses.

I met with the EE as planned on Monday and, at his request, provided him with the information regarding our EAP. He stated that both he and his wife, along with the younger son (senior in HS) are planning on going through with counseling as this situation is obviously taking its toll on the mother.

The EE has also stated that the mother of the infant does not hold them responsible for what happened and he is very thankful of that.

I spoke with upper management and it was agreed that we will allow him quite a bit of latitude within our flextime policy so that he can schedule EAP appointments and attend the court hearings as necessary while still requiring him to make up his time. While we, as an employer, want to provide as much assistance as possible, we cannot grant him "carte blanche" to miss work. Once the trial starts (if there is one as the stepson has already admitted to shaking the baby approx. 10 times then placing her on the floor so hard she fell over and hit her head), we may grant some type of LOA but have not made any final decisions at this time.

Thanks again for the assistance. This is the first time I have ever had this situation and needed some guidance.