staff being off work

Freddie_Snowbits

Sorry to butt in, but ringing an employee at home, when you want rid of her? If you are going to get rid of her, just make sure you follow correct procedures.

flashnazia

Do you pay full pay for time off for dependants? The law says its usually unpaid? How long has she worked for you? What does the contract say about time off for dependants?

If it doesn't say anything you 'may' be able to get away with arguing that previous such payments were 'made in error'.

Very risky though.

vickitoria13

Meepster wrote: »

Sorry, I hope you don't think I was being nasty, I was just making a point. It's a good idea to get someone to check it for you if you aren't good at grammar or spelling, we can't all be good at everything can we??

There's nothing worse than getting "official documentation" and it's full of errors...

no i never thought you were rude!

ideally we would not get rid of her as daft as some of you may think she will be a great asset to us if we can sort out her time off!

we do not pay for any time off except of course holidays, however each circumstance that comes up we double check our responsibilitys regarding pay etc .
she has no dependants.



had a chat today with her she actually came and apologisied for yesterday she has been given a verbal warning she understands the process and understands why we had to do this, it came to light she feels a little bit on the sideline as she waits to qualify so we are addressing this and she said this evening how she feels much better for a chat with me! fingers crossed this never needs to go any further.

thankyou all again

Googlewhacker

vickitoria13 wrote: »

no i never thought you were rude!

ideally we would not get rid of her as daft as some of you may think she will be a great asset to us if we can sort out her time off!

we do not pay for any time off except of course holidays, however each circumstance that comes up we double check our responsibilitys regarding pay etc .
she has no dependants.



had a chat today with her she actually came and apologisied for yesterday she has been given a verbal warning she understands the process and understands why we had to do this, it came to light she feels a little bit on the sideline as she waits to qualify so we are addressing this and she said this evening how she feels much better for a chat with me! fingers crossed this never needs to go any further.

thankyou all again

Make sure you have done the verbal warning correctly and make sure you have a record that you should put in her employee file of having giving her this so that if she doesn't change and things are a problem in the future you can prove that you have tried to sort the problem out

shortchanged_2

vickitoria13 wrote: »

had a chat today with her she actually came and apologisied for yesterday she has been given a verbal warning she understands the process and understands why we had to do this, it came to light she feels a little bit on the sideline as she waits to qualify so we are addressing this and she said this evening how she feels much better for a chat with me! fingers crossed this never needs to go any further.

Don't expect much change in the longer term. You may well see an improvement in the short term but the employee will probably go back to their old ways.
It sounds to me as if you are being taken for a ride.

I don't know how long this person has been working for you as that will certainly affect any severence issues.

Best advice is speak to an expert on employment law. I know it seems that the law often favours the employees not the employer as it is there to protect against unscrupulous employers.
However it doesn't give the right for employees to take the mickey either and as long as you follow proper procedure you probably would be better off getting rid of this member of staff, who ultimately will affect the morale of the rest of your workforce.

BillTrac

Personally I would get rid as soon as possible. She is seriously taking the p**s

How about telling her you won't be paying any sick time without a doctors note? And certainly not for the odd day, here and there. Is that allowed now in this namby-pamby society?

(This is from someone who has had 9 weeks off of work in 30 years, and only then all in one go because I broke my arm and had no choice).

She is a drain on your resources. Just think of her as taking money out of your pocket every time she decides to take time off.

If everything else fails shoot the !!!!!...:rotfl:

NiallB

Off work with a broken arm? Haven't you got another one? Disgraceful!

cavework

Nice one OP.
You are now an employer who is doing everything to enable this person to continue her employment with you, but you have dictated the rules.
Please keep a record of your chat and send her a letter reiterating the points you both made during the discussion you have had.
Good luck :T
x

flashnazia

I don't understand: if she isn't on sick and is taking time to take care of relative (or dependant) and you don't pay for that then she is losing pay am I right?

It seems there is an assumption that she is being paid?

cavework

Hi , it,s not about if she is paid or not. Although I hope she isn,t.
It is about the detremental effect she is having on the business and the other employees.
When someone is constantly taking short notice days off its not about the cost of wages it is about the cost to the employer, shuffling work , trying to meet orders and the rest of the employees having to work harder to cover these absences.
The same applies to people who are on long term sick leave, 26 weeks is an awful long time for an employer of a small business to cover absence and still have to guarantee the job is being held open.