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Ok but I'm trying to give him 2 months before I pull the plug.
Why? You are delaying the inevitable and esp. if you did want to go back and look at the other candidates you interviewed, you're probably eliminating the chance that someone might still be available and you wouldn't have to start the whole job listing/interview process all over again.
I realize as a manager, no one wants to fire someone right before the holidays but this guy is really abusing the situation if he's truly calling out every Monday. However, if it's really only once or twice and you exaggerated for effect, that might be a different situation. So which one is it? Exactly how long has worked there and exactly how many days has he called out?
Ok but I'm trying to give him 2 months before I pull the plug.
Meanwhile, there might be a really hard working eager person who lost their last job because of a downsizing, searching for a job so he can feed his family.
Very informative. My company has very little HR in place. He's not being paid on his "sick" days because we don't have sick days, only PTO. And he's not using it. Others have to fill in for him which is a huge burden since our company is not that big. It sets us almost a whole day back.
Well if he's not getting paid, what more do you really want? You need to have written company policies that say something like after 3 consecutive absences, a doctor's note is required. Or a policy that says 3 call outs a month is grounds for termination without a medical excuse.
Without a policy already in place, there isn't much you can do. You can't doc his pay since he's not paid. Maybe say something when he's up for a review that he's called in 83 Mondays this year and it's been noticed. No raise for you because of the unexplained absences. It's not his fault that their aren't many other employees.
I do believe there is an underlying issue. Drinking on Sunday night. I hope I'm wrong though. I feel like there is a hangover involved in his Monday call outs.
You beat me to it. A pattern of calling in without prior notice on Mondays is frequently taken to be "hangover" time. That said, I don't know this to be a fact.
Not knowing this guy, I don't know what you can appeal to, to get him to quit doing this.
Well if he's not getting paid, what more do you really want? You need to have written company policies that say something like after 3 consecutive absences, a doctor's note is required. Or a policy that says 3 call outs a month is grounds for termination without a medical excuse.
Without a policy already in place, there isn't much you can do. You can't doc his pay since he's not paid. Maybe say something when he's up for a review that he's called in 83 Mondays this year and it's been noticed. No raise for you because of the unexplained absences. It's not his fault that their aren't many other employees.
That would take some doing, given that most years I know anything about only have 52 weeks. But maybe you guys are on Mars.
That would take some doing, given that most years I know anything about only have 52 weeks. But maybe you guys are on Mars.
No kidding there's 52 weeks in a year! It was an exaggeration. Get yourself a sense of humor.
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It was an exaggeration. Get yourself a sense of humor.
