Employee refusing to work
nicroman
15 Posts
Help - we are a private company. An employee has been given a directive from her immediate supervisor, Sr. VP, to help out with front-desk duties for a couple of days next week. Employee maintains this specific job duty is not in her job description and has (is) refusing to do it. Our job descriptions all contain a clause that basically says the duties listed are not all inclusive - the job description is not intended to cover all aspects of the responsibilities of the job...that the position is expected to perform other work-related duties as assigned even though they may not be considered essential functions or specifically identified in the description.
My recommendation is suspension without pay for a day and making it clear that upon return, the employee will still be expected to full-fill front desk duties...and termination if employee still refuses upon return. Am I being too harsh??????Help..
My recommendation is suspension without pay for a day and making it clear that upon return, the employee will still be expected to full-fill front desk duties...and termination if employee still refuses upon return. Am I being too harsh??????Help..
Comments
We are also a private company and we ALL help out as needed ANYWHERE.
If it was me, since in this case the ee has a warning of several days, I would tell her that either she does the job or she will be terminated (for insubordination).
Tape a sign in the area that says:
"There are no unimportant jobs. There are no unimportant people."
Which is worse?
Can you not get a temp for the few days needed?
My suggestion is that she is given an order to go to the front, along with clear expectations of the job, she refuses either one or purposely does a bad job and progressive discipline begins. Move swiftly on this one.
Gene
It's just my way. That's how I'd handle it.
Call the employee in and let her read those underlined words with you and a witness present.
At the conclusion you can get her attention by issuing a written warning that says she understands that the failure to be at her work place the Receptionist position on xxx date at xxx time will be grounds for immediate TERMINATION.
Now that you have gained the "high ground" then let her discuss her reasoning for such a poor judgement call on her part. However, do not come off of the "high ground", until you are satisfied that the battle has been won.
Oh what a beautiful Blessed day it will be and may we all share in it.
PORK
Otherwise all you'll hear from your ee's is "it's not my job".
You are on the right track, but may be going off the road a little. I agree with Pork and the others.
Sit the person down. Explain to them that this is a reasonable business request. Tell them that if they refuse to do this it is insubordination and could mean termination. Have a witness in with you and/or provide it in writing. Give them a day to think about it (if you want). If they still refuse, terminate them for insubordination (or some even look at it as resignation). If you have covered your bases, you shouldn't have to pay unemployment and I can't see where an suit would prevail.
I wouldn't bother going through suspension, unless you have this in your policy. Insubordination is what it is and you are either insubordinate or your aren't. (The only other thing to make sure is covered is are there any disability reasons/deafness that prohibit employee from doing the job or that they need some type of accommodation.)
I get so mad at folks who think that something is beneath them to do. (I could understand if they said they were swamped with work but would be glad to do it tomrrow, just please not today.) People should be glad they have employment. If they don't want to work, whatever it may be, then go somewhere else.
E Wart
There is absolutely no reason why this employee is unable to sit at the front desk for approx. 15 minutes for a total of 3 days to help out. We've given her more time than she's deserved..we've sat, we've talked, we've counseled, we've asked that she get on board and join the rest of the team, etc., etc., etc., and her response "I will not do it". In my opinion, she needs to get off her high horse...she's very concerned about someone she knows walking through our doors and see that "she's answering the phones"... and what would this do to her "image"!
I briefly had a discussion with her supervisor last night and told her I would begin the termination paperwork first thing this morning...and the supervisor is still not sure that we need to be this "hard-nosed" about it. What planet am I on? Who's the employer here?
If she refuses, terminate on the spot........she understands the consequences. Then when this is done, you need to find the right moment to sit down with the VP, make sure they are past the emotional issue and are on the same page.
My $0.02 worth,
THe Balloonman
Balloonman
Balloonman