Employee problem can we cut her hours ?

LittleVoice

jfh7gwa wrote: »

How long have they been working there, btw? Under or over a year?

OP cross-posted with yours - answer was 3 years (so there is need to avoid unfair dismissal claims).

ohreally

Re the use of cctv in building a case for going to disciplinary, be careful. There is a code of practice relating to this issue and she would do well to read it and abide by it.

You suspect that your workers are making mobile phone calls during working hours, against company policy, and you consider installing CCTV cameras on their desks to monitor them throughout the day. This would be intrusive and disproportionate.

http://www.ico.gov.uk/upload/documents/cctv_code_of_practice_html/1_foreword.html

G51shopaholic

speak to ACCAS but if she's spoken to them over and over again about the same things especially company procedures then she has to follow stgandard disaplinary hearings - sorry for my 1st post but you didn't mention they'd work there for 3yrs.

It should have been dealt with long before now - verbal warning - 1st written warning - final written warning - fired

Problem is these 3 ladies are all friends so she needs to tread carefully. I'd start with person she employed as "Manager" who employed these people in the first place - she would be 1st to go!

mysillyolddad

They were protected by the old manager who has now left
Which is why my friend is only now dealing with it

mysillyolddad

ohreally wrote: »

Re the use of cctv in building a case for going to disciplinary, be careful. There is a code of practice relating to this issue and she would do well to read it and abide by it.



http://www.ico.gov.uk/upload/documents/cctv_code_of_practice_html/1_foreword.html

The CCTV was installed to protect staff but in the process of reviewing customer activity,this lady is on the CCTV also and it has become obvious that this lady is breaching company poilices

mysillyolddad

The CCTV is only in use in the public areas of the building

t0rt0ise

Instead of deciding to eventually sack them, why not send them on a training course to improve their sales technique? If they haven't had training and are sacked, they will bring that up in any claim for unfair dismissal.

mysillyolddad

t0rt0ise wrote: »

Instead of deciding to eventually sack them, why not send them on a training course to improve their sales technique? If they haven't had training and are sacked, they will bring that up in any claim for unfair dismissal.

My friend has spent days mentoring her but as soon as my friend is not there she goes back to her old ways

SarEl

t0rt0ise wrote: »

Instead of deciding to eventually sack them, why not send them on a training course to improve their sales technique? If they haven't had training and are sacked, they will bring that up in any claim for unfair dismissal.

How much training does "turn up to work on time" take?

hcb42

a lot apparently!

We are in mass recruitment mode at the moment, and I am actually astounded at the number of people who are up to 30 minutes late for their interview, and dont even apologise! THis is a strong global brand too!

but as to competency, the owner needs to set the appropriate targets and expectations, and if these are not being achieved then move them on. Not everyone enjoys sales and some people just wont actually do it!.