Employee Resigned
LindaS
1,510 Posts
Our company has recently decided, due to financial reasons, to eliminate a full-time janitorial position (the only one) and subcontract the work. This was done after examining the actual work load of the individual versus the cost of the contractor.
Anyway one of the issues at this point is the shoveling. In the past the janitor completed the shoveling as necessary and now it is being transferred to the Maintenance department. The actual amount of shoveling is minimal because we also have a snow blower.
Now I have BOTH (we only have two) maintenance personnel telling me they cannot due snow shoveling due to back problems. They have both received notices to get any medical restrictions certified and we would examine what, if anything, could be done. The first employee seems fine with this and has made his appointment. The second one, however, is VERY angry.
His issue is that we have FMLA paperwork on file stating that he has a back condition (which we do) and that this should be sufficient. I calmly explained that the doctor has not written any restrictions for him so if there is something, we need it verified. He refused. Not only did he refuse but spent at least 10 minutes hollering and swearing at me telling me how ridiculous this is, etc., etc.. About 10 minutes after that he walked into the Manufacturing Director's office and gave his verbal two week notice. Now the MD is telling me that if this employee comes back and apologizes he will allow this person to rescind their resignation. I'm hoping he doesn't.
Does anyone see a problem with the way this was handled?
Anyway one of the issues at this point is the shoveling. In the past the janitor completed the shoveling as necessary and now it is being transferred to the Maintenance department. The actual amount of shoveling is minimal because we also have a snow blower.
Now I have BOTH (we only have two) maintenance personnel telling me they cannot due snow shoveling due to back problems. They have both received notices to get any medical restrictions certified and we would examine what, if anything, could be done. The first employee seems fine with this and has made his appointment. The second one, however, is VERY angry.
His issue is that we have FMLA paperwork on file stating that he has a back condition (which we do) and that this should be sufficient. I calmly explained that the doctor has not written any restrictions for him so if there is something, we need it verified. He refused. Not only did he refuse but spent at least 10 minutes hollering and swearing at me telling me how ridiculous this is, etc., etc.. About 10 minutes after that he walked into the Manufacturing Director's office and gave his verbal two week notice. Now the MD is telling me that if this employee comes back and apologizes he will allow this person to rescind their resignation. I'm hoping he doesn't.
Does anyone see a problem with the way this was handled?
Comments
My $0.02 worth.
DJ The Balloonman
I would tell your MD that by allowing the employee to come back, he/she is sending a message that its ok for people to yell and swear at you. (in addition to other issues) You might be rather blunt about this, or merely state that this is a concern for you as it affects your ability to properly carry out your job. Depends on your MD's temperment.
AluminumBoy would hit him right between the eyes with it. It's not ok for people to talk to you that way and you want his/her support. TELL him/her you want the support.
I hope you were clear with the swearing employee that that type of behavior is not acceptable. Say what you mean, but don't say it mean.
The swearing & unprofessional behavior is alarming (sickening really), but it sounds as though the MD is okay with it - MD's the boss - so you have to be as well. Although, the cynic in me x}> says that if the ee swore & got angry with the boss, it would be a different story. Good luck & stick to your guns on precedence setting.
>handled?
In addition to the posts above, I would add that 10 seconds into the yelling and swearing the gentleman in question would have found himself outside of my office, if not the building itself.
I'm not arguing, just giving a woman's perspective - (this one's anyway).
But I agree - don't take him back.
Now, PLEASE don't come down on me but the employee is still working for us. It was not the decision of the MD but that of myself and the Plant Manager. Let me explain...
This employee DOES have a history of doing good work, although there are some other problems, and is usually pretty easy to work with. What we decided was to give him a 3-day suspension, a mandatory referral to our EAP for anger management, and a list of other items, in order for him to remain an employee. I feel better going this route because his fate is now in his hands. He has been made to understand, and has signed, that any further occurrences of this will result in his termination.
I know some of you will think me "soft" for doing this but I want to make sure we have provided every chance for the employee to improve.