Ran into the same problem up this way...Here is how I handled it.....One of the things that I did when I started hiring was develop a disciplinary plan....I came up with a "write up" form that would be used when there was a problem and also determined what my steps were to termination. In my case I allow 3 write ups before termination is considered. One thing I learned when I was working for other companies in the management field was that documentation is everything. Having a record of problems to go back to is imperative. So with the employee I had that was causing problems being late I started to write him up. When he reached the second write up I recorded on the form that one more late day would result in immediate termination. Mind you that I am speaking of lateness due to oversleeping or something like that...If they bring me a police report showing that they were in an accident or something like that then I do not start disciplinary proceedings, but if it is because they are just farting around in the morning, flirting with the girl at the gas station then they have rubbed my rhubarb the wrong way. I don't know if you should fire this guy or not but I would certainly recommend that you document things well before taking action.
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