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Posted on 4/12/24 at 9:30 am to GreatLakesTiger24
quote:
There is a real dog addiction problem in this country
I know this nice young woman that’s self employed,getting a divorce and is struggling financially.
She already has 4 dogs and just bought some kinda expensive puppy.
Then she has good many tattoos and wants more.They are very well done tattoos but still.
According to her it’s all her husbands fault but I have serious doubts.
Posted on 4/12/24 at 9:35 am to TackySweater
quote:
If the rule allows it, then what rule is she breaking? Sounds like their policy should have been clearer or had restrictions in it to prevent abuse.
It's called discretion and we really like having it as opposed to making more rules to go on top of the current rules. Having rules to cover every situation is a micromanager's dream and makes for a crappy workplace.
Posted on 4/12/24 at 9:46 am to sleepytime
quote:
PiPs are a delayed death sentence at this company. We do everything we can before putting them on a PiP and if we have to put them on one, you might as well cut the cord.
That's how they are where I am as well, which is why I hate doing them. If you're going to put them on a PiP, just pull the trigger. But it does give us time to get things in order, as well as help documentation if the employee checks any of the protected class boxes.
Posted on 4/12/24 at 10:05 am to sleepytime
frick em. Fire her arse.
Posted on 4/12/24 at 10:09 am to sleepytime
She’s an earth angel for fostering. I’d probably give her a raise and maybe even some leeway had her work not fallen off or had she become a problem for other employees. That said, I’d sit her down one more time if I valued her and then let her go if she’s truly causing a problem. If she were getting her job done it wouldn’t bother me.
Posted on 4/12/24 at 10:22 am to sleepytime
quote:
doing a noble thing
quote:
dogs are non breed of peace mutts.
Posted on 4/12/24 at 10:27 am to Rick9Plus
quote:
Idk. People like this employee are what leads to rules being so specific and covering everything, to the point of micromanaging and treating everyone like children. I’m of the opinion that for most things, it’s not a problem unless it’s a problem. Some people just tiptoe right up to the edge of the line. I’m with the people who say put her on a PIP.
I’m with you. Just playing devils advocate and if you approach her as “you’re not taking pto, etc.” then she can say “well what policy am I breaking?” if that’s what the policy allows. If it’s a state like Louisiana then none of it matters anyway and she can just he fired.
Kinda like the companies that allow unlimited vacation time or whatever it is, and they see people actually take less. I’m sure there’s some wording in there about job performance.
Posted on 4/12/24 at 10:33 am to sleepytime
PIIHB, that will straighten her out.
Posted on 4/12/24 at 10:35 am to sleepytime
Never mention the dogs again. They are a nonfactor.
1. Write her up for poor job performance.
2. Write out a plan for her to improve her work.
3.She either gets with the program or gets gone.
1. Write her up for poor job performance.
2. Write out a plan for her to improve her work.
3.She either gets with the program or gets gone.
This post was edited on 4/12/24 at 10:37 am
Posted on 4/12/24 at 10:43 am to sleepytime
Work going off a cliff, obsessing over rescue dogs, mid 40s….sounds like she’s probably gone off the reservation.
Posted on 4/12/24 at 10:44 am to sleepytime
What kind of work does she do (when she’s actually working)?
Posted on 4/12/24 at 10:49 am to sleepytime
The dog part is irrelevant, you basically said her job performance is terrible and she won’t improve it. Document and move on.
Posted on 4/12/24 at 10:58 am to sleepytime
quote:
It's called discretion and we really like having it as opposed to making more rules to go on top of the current rules. Having rules to cover every situation is a micromanager's dream and makes for a crappy workplac
At the end of the day the pto issue is irrelevant. Fire her for not performaning after already talking to her about underperforming
Posted on 4/12/24 at 10:59 am to sleepytime
quote:
Having rules to cover every situation is a micromanager's dream and makes for a crappy workplace.
Also I don’t think you’d need to “cover every situation.”
Could simply have something like “don’t need to use pto if you work half a day, but limited to can’t miss X per week” or something like that.
Posted on 4/12/24 at 11:20 am to Yournamegoeshere
quote:
Fire her. Should have never hired her. Trashy… Did I do that right?
If you’re playing the odds, yes that was the correct move
Posted on 4/12/24 at 11:22 am to BabyTac
quote:
Typical younger generation mentality. Their personal interest always are prioritized over work.
- work from home means running errands all throughout the day, taking calls from the park or a patio, 50% engagement during work hours.
- blow off work for excuses that would’ve never been accepted 20 years ago.
- entitled to raises/promotions by simply doing their job.
- deserve student loans forgiven
- Americans should have shorter work weeks
Nothing prioritized in their minds actually helps a company.
LOL welcome to the new world old man. Screw you and the company how about that?
Posted on 4/12/24 at 11:43 am to sleepytime
[quote]Company policy is that if you work for more than half a day, you don't have to take PTO. She's abusing the policy IMO because she's missing 5-12 hours per week{/quote]
On the high end at 12 she works 28 a week. Half day 5 days a week is 20 hours. You just sound bitter.
On the high end at 12 she works 28 a week. Half day 5 days a week is 20 hours. You just sound bitter.
Posted on 4/12/24 at 12:12 pm to WeareLATech
What do you mean? Fire her? Of course, if her job failings are disrupting. Otherwise, I’d cut her leeway for community service. I’m in the rescue world so get it. But it’s got to be balanced. We have a people problem re animals and not taking responsibility.
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