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She says one thing on their timesheets do I know they are not working the day it was posted, but appeared suddenly on another day. She leaves early without permission, is the first I hear of their timesheets when she said, “had to leave early because of work with something delivered to your home”, we have a cleaning business and girls rota’d specific tasks at specific times it is we get complaints, nobody likes to work with her as she tries to take over. Is the property of malpractice?

8 Thoughts on Employees constantly do what she wants?
  1. Reply
    momofoneson
    June 3, 2013 at 7:33 am

    It’s certainly grounds for dismissal.

  2. Reply
    .:xxRachxx:.
    June 3, 2013 at 8:21 am

    Yes defo, get rid of her!

  3. Reply
    Pobept K
    June 3, 2013 at 8:53 am

    Don’t complain about her here. FIRE her, your better of without her.
    Good Luck

  4. Reply
    Skittles
    June 3, 2013 at 9:08 am

    Yep, at least a reprimand- customer complaints = a formal reprimand and discussion. I would talk to her and let her know that you are aware of her lies, etc and that you no longer need her services or give her 2 weeks notice that you will no longer need her or something. In private businesses you really can’t afford the bad rep she is giving the company and she knows better!

  5. Reply
    kathi1vee
    June 3, 2013 at 9:57 am

    Are you the business owner? If you are, then you need to tell her, face-to-face, that her conduct is unacceptable, and remind her what is expected of her. If she really needs to leave the job early then she should clear it with you beforehand. If it continues, give her a written reprimand, and keep track in writing of her violations. Discuss each violation so that she doesn’t think you are just spying on her and remind her of her obligations to your company. If you have to write her up more than 3 times, get rid of her, or you’ll be getting more complaints and possibly lose customers if she isn’t reliable. What’s more important, your business reputation or keeping on an employee who is ruining that reputation?

  6. Reply
    Patrick
    June 3, 2013 at 10:55 am

    As long as you have a clear cut policy on appointments and attendance it is grounds for dismissal. if you do not have anything clear cut then i would suggest counseling immediately on the items followed up by once or twice as each item happens in the future. Let her know what is expected of all employees in your company.

    I am a manager and have been for about 15 years. I’ve managed teams as small as 5 to teams of about 45. One of the most important things to learn is to address issues immediately. If you do not, they will escalate and get worse. Be calm and professional when you address the situations with employees.

    In this situation for example, you need to have a clear cut policy on keeping appointments and attendance. You need to define what to do if you cannot make an appointment. For example a call to the office a minimum of 1 hour before appointment to arrange for alternate person to take the appointment. You should also address leaving early, for example, 24 hours notice for leaving early unless it is a family emergency. Make it clear that a family emergency is not something like having a package delivered or taking your car to the shop. Family emergencies are something that happen maybe once a year and are completely unforeseen. Having a package delivered or dropping your car off for service is an appointment and those should be made outside of work hours.

    Second you should add a section to the timesheet where they sign it stating something to the effect of “time and hours represented this sheet accurately reflect arrival and departure date and times for appointments”. Add a notice on the bottom of each timesheet that “falsifying appointment dates and times, or timesheet hours are grounds for immediate dismissal”. With that, each week she is signing a sheet that basically says if she lies shes fired. Also make sure you record all complaints against her.

    The main point of all this is to cover yourself in the event she claims she was fired without cause. You must hold all employees to the same standard. if you let one come in late or change appointments then you have to let all of them do it. If you terminate this employee for doing something that others in the company do then she will have a case against you for wrongful terminiation.

  7. Reply
    Becky J
    June 3, 2013 at 11:09 am

    Get rid of this lameass, she’s costing you money, and lying on a time sheet alone is grounds for termination.

  8. Reply
    Leo F
    June 3, 2013 at 12:00 pm

    Fire her you don’t need a reason and long as it not due to race or religion. You hired her a will and you can fire her at will unless she is under contract.

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