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sweetboss | Employee disciplinary action? |
I own a business in the construction field. Our company policy clearly states that one month notice be given for requesting a week off. One of my employees gave only 3 weeks notice for a vacation out of state,thinking our policy was 2 weeks notice. If I allow him to go on this vacation, I will not only be missing a person needed to get the job done, It also sends a message to the other employees that our policies are not strictly enforced.
On the other hand, I believe family time is important.Do I allow him this time off? If so, Please help me think of appropriate disiplinary action for him not following company policy. Or do I tell him no, and just take the chance that he may quit?
This employee has only worked for me 10 months, and hasn't accumulated any "paid" vacation time.
Additional Details
I did forget to mention this employee has already taken 2 weeks off since working for me |
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god knows and sees else Yahoo
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You are not being a human being you are being a policy dick.
Can you give him the time off or not?
Is it important for him, sickness, family, can he switch his date to another vfew weeks.
DONT be so in flexible |
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Crazy cat lady >^ ^<
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Give him the time off..just write him up and have him sign a letter stating he will not get more time off again if he does not follow policy..nobody does not have to know he did not give 4 weeks unless it is spread thru the company |
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clbowman06
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If he is a good employee, yes I would go ahead and give it to him. Make sure you stress that this is a one-time only deal. I would also take into consideration that it is the holidays. |
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antfreak_xander
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Let him go this time. It was an honest mistake. you could ask him to work overtime the week after? |
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searching for friends
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Since it isn't "paid " time off you can't short him on that.
With him being a new employee and this being the first time he has asked for time off could you let it go with a " I really shouldn't do this next time make sure you check the hand book "
who else would know but you and him?? |
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Jason G
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I have faced similar problems such as yours when I was a school director. As the owner/director of a business you have the discretion to "waive" a rule if it is for good reason.
I think only you will be able to answer if it is "good reason"
Whatever you decide I think a strict talk with the employee is necessary explaining the rules again. If you always make exceptions you will of course have problems. I would think it would be ok to let him off this one time if you can afford to and if this is an employee whose work you are pleased with. |
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Nita
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If this employee didn't actually know, I would talk to him and explain what the policy is, give him the time off, but tell him next time he won't get it. Make it VERY clear in a personable manner. Explain to him what this action could do to the other employees and just have a good talk with this person. They'll probably be very understanding and it probably won't happen again. Be sure ALL your employees know the policy and let them understand that they will be enforced. :D Hope this helps |
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ruthaford_jive
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If he didn't know... then tell him to better understand the rules. You're the boss though... you should probably figure this out yourself if you ever want to become a decent leader. That said, here's some advise. I wouldn't go with the harshest punishment you're thinking or, but I wouldn't use the weakest either... in other words be fair, and don't be a total ***. |
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C G M
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Reach an agreement with the guy where he will make up for lost productivity with his time. It seems you need this guy and are afraid you may lose him if you discipline him. Everyone deserves a second chance and it seems this is his first offense. A warning and a note in his personnel file should suffice. Ask him to sign a paper where he states that he is aware of the company policies, understands them and acknowledges that you explained them to him and the consequences of doing this sort of thing again. After that, be a pal and wish the guy a good vacation and ask him to bring pictures :-) |
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Rebecca L
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That's a tough one. I'm not a business owner, so you'll want to take me advice with a grain of salt, but I'm leaning towards holding him to company policy. I assume it was properly explained to him when he started? If not, perhaps you need a new policy of sitting down with new employees and going over the policies, perhaps with a check list they can initial as each point is explained to them. Perhaps you can compromise by allowing him unpaid time off with the understanding that there will be no leeway in the future for any other misunderstandings on his part. Can you hire a temporary employee to fill his spot if you do allow him the vacation time? (Also, most companies in my area actually have paid vacation time accrue as the employee works. So for every 40 hours they work they've earned 2 hours of vacations time -- or something like that. The math isn't real, it's just an example.) |
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