should i sack him!!

donnajunkie

sho_me_da_money wrote: »

In 2 words - Fire Him.

Turning up smelling of booze is enough. End of.

if that was a good enough reason to sack someone then thousands of people would be getting sacked every week. if it regularly impacts on their performance then there is grounds for action. not liking the smell of someones breath isnt.

Abbafan1972

Emmzi wrote: »

Suspending with pay won't bother him.

Suspending without pay has all kind of legal hoohah and requires proper procedures.

I agree. It will just give him more time at home to play on the Playstation!

MissSarah1972

donnajunkie wrote: »

i think people have one too many and turning up for work with a hang over is fairly common place. it is only serious if it regularly impacts on their performance at work. or if they have to meet clients or deal with the general public. turning up hung over a couple of times isnt really grounds for any serious action in my opinion.

yeah esp in electrics the company may not be insured if he is drunk at work, hung over and the like and maybe working at a business or household?

sammyroser

If someone smells of booze then most likely they still have a lot of alcohol in their system. All my past contracts have said that being under the influence of alcohol at work can lead to disciplinary action. If they are still over the limit for driving the next morning then they should not be allowed to work.

If someone has turned up hungover then it is most likely effecting their work. I have had several staff who went out the night before and had a good time, most of them did not appear hungover in the slightest but one staff member continually came in and was hungover, did work slowly and with a lot less care, I would always send him home without pay but it was apparent he preferred that so in the end he was 'sacked'

DVardysShadow

donnajunkie wrote: »

i think people have one too many and turning up for work with a hang over is fairly common place. it is only serious if it regularly impacts on their performance at work. or if they have to meet clients or deal with the general public. turning up hung over a couple of times isnt really grounds for any serious action in my opinion.

Depends what you mean by 'hung over'. I would lump smelling of drink and any observable impact on performance together for meeting clients or dealing with the public. But otherwise, I would apply a very low threshold of observable impact on performance.

Now, here is the rub. An electrician will be doing work on site and there should be no surprise if the client does turn up to see how things are going.

Savvy_Sue

donnajunkie wrote: »

ps saturdays are bound to be overtime. refusing to do your normal hours would be instant dismissal.

Why are Saturdays bound to be overtime? for some jobs, a 6 day week is the norm. Again, the OP doesn't say whether Saturdays were within the contract, or whether the employee is being offered Saturdays and declining, or being asked to do Saturdays and declining. Even if not required, it would impact on the rest of the team if one person regularly refuses, but the reasons for refusal are not necessarily relevant to a decision to dismiss.

liney

OP, if I were you, I would make an appointment and take the trainee to the college and sit down with his tutor. Outline the issues you have and make it clear that should it continue you will be terminating your agreement with the college, and therefore the trainee. He can't say he wasn't warned, and it might embarrass him enough to comply. Set a deadline to meet again to discuss his progress, and whether he will be staying on the programme. I would also discuss with him, and his tutor whether training to be an electrician is a suitable position, as he doesn't seem to understand that it is not a 9 to 5 job.

If he was a normal employee i'd have been down a disciplinary route by now. Aside from refusing to work as a team and losing expensive equipment, turing up hung over is most certainly not common place or acceptable! Especially in an environment where he may be a danger to himself or others, which could also be said of using his phone onsite.

However, I also believe that on taking on an apprentice you understand you are taking on a young impressionable person to mould, and that you have some responsibility to rememeber they are inexperienced on the world of work and need specific direction. Ie: Turn that phone off Dan, you are here to work.

hcb42

I agree, turning up hungover, is not acceptable! I know most people have done it, but it shouldnt be laughed off, of course it will affect performance.

I think that you need to outline expectations clearly, and then take appropriate action if those expectations are not met

TrickyWicky

Abbafan1972 wrote: »

I agree. It will just give him more time at home to play on the Playstation!

I assume you and the op can back up this playstation claim with evidence?

Thought not.

donnajunkie

DVardysShadow wrote: »

Depends what you mean by 'hung over'. I would lump smelling of drink and any observable impact on performance together for meeting clients or dealing with the public. But otherwise, I would apply a very low threshold of observable impact on performance.

Now, here is the rub. An electrician will be doing work on site and there should be no surprise if the client does turn up to see how things are going.

the op didnt say anything about it affecting his performance. it is fair to assume he knew the lad was hungover because the lad said so and maybe had bad breath. i have acknowledged from the start that if it happens regularly and impacts on performance regularly or if they have to meet clients then it is more serious. the description that was given wasnt particularly serious in my opinion.