Addressing an employee issue

[chief262]

Temp employee thru an agency. Hired on officially at the end of Dec on a 90 probationary period.

Misread, proceed on.

[lesson 101]

Sounds like you did good to me!!

[Hookset]

during the probationary period you need little to no reason to let her go. If you have an HR department turn it over to them. at the very least document the the conversation and have her sign it.

[Ksig512]

She must be hot.

My thoughts.... LOL

[Smart]

Long story short, employee is offended how I handled the situation and that I should have just come to them personally and not have had a made it a "formal" reprimand. Then I got all the excuses that it was just "3 or4 beers" and her mouthwash must have contributed to it.

From experience in dealing with a similar employee, it sounds like she might have had this happen before if she was "offended" so easily by her boss when caught. It was my ex-employee's defense mechanism as a problem drinker, to turn the attention around on the accuser.

[Snakelover]

From experience in dealing with a similar employee, it sounds like she might have had this happen before if she was "offended" so easily by her boss when caught. It was my ex-employee's defense mechanism as a problem drinker, to turn the attention around on the accuser.

^yep^

Also "minimizing" their own behavior.

[dfkoon]

well I didn't catch what business you're in. I understand fully that in some bussinesses being a woman definately gets you a pass.

But my reply is that she is lucky to still have a job... of course I've had 2 girls complain about me this last year cause they couldn't hack the work.

[Dallascowboys]

I'm lost did she come to work buzzed or what. I've showed up with one heck of a hangover to a job when I was younger but they called us all in to clean up the shop that morning.

[d arrow]

Sorry to hear you being in these situations. I do not tolerate Alcohol & Drugs at work, It is a very high liability on the Co. as we all know. I can assure you these, if you have not fired the individual by now? the same individual will hear from you &, you will hear from your boss as well. Just remember, do not discriminate.

[SneakyPhil]

Ask her out!

[rackhunter]

That is a reason of suspicion, during their 90 day probation there are no explanations you have to give should of let her go.

[setxbowhunter08]

Regardless of the probationary period or not, this would be an automatic termination folling blood and breathalyzer tests to confirm. Unless she was really good looking then I would have to second guess my decision.. JK JK!! But seriously this is a very bad deal!!!

[Swampa]

What type of business?

[Raypo]

I have alot of employees and work for a large company: So let me explain from a legal perspective and an HR prepective..

Legal: Texas is a work to right state, so if she is disruptive. Document it and fire her.

HR Perspective: Notify HR that the employee smells or appears to be intoxicated. Now this is a tricky situation. If you wrongly accuse someone of this it could result in a wrongfull termination or discrimination case. Now if this employee drives for part of her job or is a customer facing employee this is a little easier. Then you could just confront her in private. Now if she does not fall into this category, you need to be careful in how you approach this. Do not accuse, just ask..

I know if I eat onions I can smell it from my poors the next day. Some people are the same with alcohol.

[BigL]

Might as well join her next time. She's had a 3-4 spot on you, it would have been quick and easy for cheap