Safe or Sorry
BarbG
31 Posts
I need your opinions on a prospective termination. Our receptionist has had an attendance problem. She has had many warnings, and received a final warning that the next 90 days were crucial to her continued employment. It stated that she would be terminated at the next offense. Today, she went to her supervisor inquiring as to why she didn't get a raise. (The annual raises were just awarded). She was told that her history of attendance problems were a factor. She says she has no child care back up and has to attend her children when they are sick. The reception has to be manned every hour of the business day. Missed time cannot be made up; and the back up reception comes from people who have other full time duties. They cover breaks and lunches. They are called on much too often when she is not there. Anyway, she got miffed because she didn't receive the raise, so she suddenly said she was sick and left. Thus, another fulltime back up person has to fill in. Other employee mothers also have to take time for sick children, however, there jobs are more flexible, their time can be made up, no one has to sit in their chair when they're gone. If we terminate her, based on her final warning, can she hang us because other mothers are absent for child illness? Her job description states that 'above average dependability is essential and required in regards to attendance and tardiness for the Reception position. This position must be 'manned'at all times and is critical to Comapny operations. Because of this, the Receptioinist position does not have the work schedule flexibility that other administrative positions may have.' There was no evidence she was sick when she left, and she had no sick child. She was disgruntled, and added to her attendance problem when she left early. Can I safely terminate??.
Comments
Every job has it's requirements. When an employee does not meet the position requirements - in this case attendance/dependability - it's not discrimination to term her simply because there are other positions in the building she could have gone to that do not have that requirement or are more flexible.
>raise, so she suddenly said she was sick and left.
>Her job description states that 'above average dependability is
>essential and required in regards to attendance and tardiness for the
>Reception position. This position must be 'manned'at all times and is
>critical to Comapny operations. She was disgruntled, and
>added to her attendance problem when she left early.
Going by the above info I think I'd term. Was she authorized to leave? If not then it was that one more incident that was going to get her termed according to her final warning. I like how the job description depicts the need and importance of the attendance. She didn't adhere to that- assuming she is aware of the job description. Bottom line- she was on final warning- she left unauthorized (if that's the case)- I'd let her go. Get your documents ready for the UI claim. Let's see what the others say. I could be way off base.
LFernandes
My $0.02 worth.
DJ The Balloonman
Am I mean today or what?
I know it's difficult for some parents to integrate child care issues with their jobs, and it's easy to get caught up in their problems. But you have to look at it from the point of view that everyone should have some type of backup for child care because it is a given that children will get sick. Parents have to take the responsibility of sharing the issues with each other. Each take half a day or trade off sick days for child care or something. If this can't be done, then arrangements should be made with a friend, neighbor, a considerate daycare or something. If you make all the concessions for the employees who have children and the other employees have to bear the brunt of this, then you will begin to have a morale problem.
Unfortunately, in your case, the duties of the receptionist demand that she be at her desk. When she is unable to be there, someone else has to fill in for her. This does not seem to be a workable situation. In my estimation, she cannot perform the duties of her job so I would suggest termination.
Yes, please check to see if she qualifies for FMLA.
Good luck to you.
It was not an FMLA related issue, it was a cold here, an upset stomach there, just 'one day, two at the most events'. Thanks to all of you for your quick and very helpful responses. You guys are the greatest!