I work with an employee with a horrible attendance record. This employee has received final warnings for the last three years, and now she is out of vacation and missing work again. She now claims that she used all of her vacation to handle issues surrounding a stalker. She is now missing work because of this stalker.
What should we do? Should we terminate based on her unfavorable record? Or help her through this issue only to have her miss work again on another issue? I really don't know how to proceed; a part of me wants to help her, but looking at her past attendance record, it only seems to indicate that she will continue to find reasons to miss work.
From United States, Coraopolis
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What should we do? Should we terminate based on her unfavorable record? Or help her through this issue only to have her miss work again on another issue? I really don't know how to proceed; a part of me wants to help her, but looking at her past attendance record, it only seems to indicate that she will continue to find reasons to miss work.
From United States, Coraopolis
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Don't let her override. You can ask her to show any possible evidence of your choice to prove her argument. If she succeeds, then she deserves a chance; otherwise, you should get rid of a dead wood. It is rare to get a person with a bad attendance record on track without using strict disciplinary action.
Faysal
From Pakistan, Rawalpindi
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1Faysal
From Pakistan, Rawalpindi
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Hi,
Ask her for proof of this stalker. Check with her office friends or family if they know anything about this. Find out if she has lodged a police complaint about this stalker. If the above answers are factually correct, then perhaps you can give her LWoP. Contact a social organization that may be able to help her.
That's all I can think of at this time of the day... err... night 😂
Regards,
Ryan
From India, Mumbai
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Ask her for proof of this stalker. Check with her office friends or family if they know anything about this. Find out if she has lodged a police complaint about this stalker. If the above answers are factually correct, then perhaps you can give her LWoP. Contact a social organization that may be able to help her.
That's all I can think of at this time of the day... err... night 😂
Regards,
Ryan
From India, Mumbai
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EMPLOYEE RECORD.doc