Need some help...
LindaS
1,510 Posts
I have a family of employees (mother, father and son) who cause alot of problems. It's like they look at each policy, procedure, etc. and try to find a way around it. We have had issues with them regarding vacation usage, flextime, spending too much time away from their workstations and now our Safety Regulations.
I am as consistent and fair as possible so this has resulted in these employees receiving various warnings, both formal and informal. None of the warnings were any different than anyone else has received for the same type of actions but I always get a grievance on it and have to spend the time, energy, and money fighting it.
Anyway yesterday the father of the family comes to the Plant Manager and claims he feels that his family is being discriminated against (they are native american). The Plant Manager asks him about it and he just repeats it. In addition he believes I am the one discriminating against them, even though I'm NOT the person who determines the level of discipline (in fact I've only been involved in one decision to discipline and I talked the supervisor into going with a lesser degree of discipline). In addition, at some point this morning the father put on some type of makeup (similar to the war paint you see in the movies)and has worn it throughout the day. As management we have decided NOT to say anything since we allow makeup to be worn (although normally by women) but I'm not quite sure where to go with this.
Any ideas?
I am as consistent and fair as possible so this has resulted in these employees receiving various warnings, both formal and informal. None of the warnings were any different than anyone else has received for the same type of actions but I always get a grievance on it and have to spend the time, energy, and money fighting it.
Anyway yesterday the father of the family comes to the Plant Manager and claims he feels that his family is being discriminated against (they are native american). The Plant Manager asks him about it and he just repeats it. In addition he believes I am the one discriminating against them, even though I'm NOT the person who determines the level of discipline (in fact I've only been involved in one decision to discipline and I talked the supervisor into going with a lesser degree of discipline). In addition, at some point this morning the father put on some type of makeup (similar to the war paint you see in the movies)and has worn it throughout the day. As management we have decided NOT to say anything since we allow makeup to be worn (although normally by women) but I'm not quite sure where to go with this.
Any ideas?
Comments
If you have treated them as you would any other employee, I do not see this as an issue to be overly concerned about. I assume you have documentation leading up to the disciplinary actions.
This might be the time to tighten up the loopholes they are finding in your policies.
As far as the face paint goes, I'm assuming it's being used for intimidation purposes. Again I am just assuming.
The company needs to face the issues and discipline the individuals for their behaviors regardless of their National Origin; if you don't then your are reverse discriminating against all other ees. If the management team has reviewed the situation and find that there is zero room for a discrimination charge from your companies' pasted history, then there is no reason not to get more sever with the need for all employees to become team players or for those who don't to fine someplace else to work.
May you have a more Blessed day tomorrow!
PORK
continue to document and discipline as needed. You may find that you will eventually terminate these ee's. In the end if you stick to the policies and make no exceptions, you'll have a much easier time defending your company to any agency the family files a complaint with.
Ask him the reason for it, and when he doesn't come up with an answer off the top of his head, then tell him to remove it. If he refuses, he's insubordinate.
We can talk smart, we don't have to deal with the guy. Good Luck
1. If there has been no adverse employment action, then there has been no illegal discrimination.
2. Tell him that the war paint is inappropriate and if he reports to work tomorrow in that condition you will immediately suspend him pending further disciplinary action.
As an aside, I once had an ee who complained about everything (including but not exclusive to warnings they received and breaks that weren't long enough if one wanted to smoke more than one cigarette). Finally, it was determined that no one was free to talk to him except during the ee's breaks and lunch period. Never heard from him again.
I wouldn't want to try to explain in a court what I felt the difference is between war paint and other facial make-up.
I could just picture the attorney asking how I obtained my expertise in Native American customs.
Just because it's markings on a man's face doesn't mean it's war paint. He's just testing you.
Just my opinion.
My $0.02 worth!
DJ The Balloonman
My only two cents is, if you document the whole "war paint" thing, don't refer to it in your documentation as "war paint". x:)
The employee reported to work today (so far, at least) without the makeup. I plan to talk to my boss, the president of the company, today and get his take on things. This is a difficult situation because alot of what has occurred is based on verbal conversations, without any documentation. As a company we have "bent over backwards" to accomodate issues with this family including, but not limited to, allowing one of them to switch shifts due to child care issues, allowing them time off to deal with a situation regarding their grandchildren, and the most recent by allowing the son to "save" his vacation time for his honeymoon and allowing him several days off for his wedding.
I think the basic problem is that, as a company we try to the best of our ability to work with the employee (all employees) regarding issues that occur outside of work but it has become an entitlement attitude instead of being grateful to the company for what it does for them.
I plan to discuss the discrimination claim to determine, what exactly, the person means but I don't expect alot of cooperation.
Note: The preceeding is my personal opinion and has no value beyond that. Although it may be 'sorta offensive' or 'indeed offensive' to someone out there, it is offered without regard to that possibility. Should you find yourself alarmed by my post, you may privately mail me to protest or you may alert the principal's office. x:-)
Having been raised in Oklahoma and with close relatives whom are Native Americans, face painting has been/is used to communicate to others anything from the equivalent of "My sign is Capricorn" to "You're dead meat!".
It is safe to ask the individual the meaning of his markings if you have heard through sources he has indicated it is for intimidation or signaling of bad intentions. Go into this prepared for the proable retorts, and if he says it means nothing, just say, "Thank you.", document and move on.
If it is meant to intimidate, it should be dealt with accordindly.
It seems you should run your plan by your supevisor first.
Good Luck!
I don't know that I would ignore the face paint. In these days of workplace violence, any form of aggression or percieved threat of aggression deserves an immediate and thorough response.
My little KISS example is based on this statement.