To Fire Or Not To Fire, That Is The Question

rselectric1

Huh?
I thought we were all being pretty fair and understanding about this. Not one poster on this thread advised that he should fire him.

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220...221...whatever it takes!

Mike Finley

Send him to a piss test tomorrow morning when he shows up. Nip this sh!t in the bud, at least you will know now instead of 12 months and many more painful issues.

Anderson

It must have been to long since you where young. "Drug Problem, Alcohol Problem Issues"
Please, I am sure the guy went out and got wasted, like we have all done. I bet he is under 30 years old too. Before I turned 30, I used to think that if I was late then the boss would hate me and I would mostly not call and certainly not show up.
After 30 I realised that mostly people are truely concerned about you. The call makes all the difference, if he had not called then you would have a problem.
As it is he had the balls to call you, you should have a quick word and let that be it.

dakzaag

"A new broom sweeps clean"


Strike one, not finishing the job last week. Strike two, no show, no excuse except over slept. Give him a week off and notice that strike three (a very narrow strike zone at that) and he is gone.

Unemployment is rampant and good workers are looking for jobs everywhere.

This guy doesn't deserve a second chance, but since your a nice guy, you will give him another shot. I have been down this road so many times I have the routine down pat. I know how it ends and you will pay his unemployment on top of the frustration of training and expense of the newbie learning curve.

For some reason workers these days think that they deserve a two week paycheck after the first week of work. I have managed crews for the past 15 years and it seems the work ethic and pride in craftsmanship has all but disappeared.

You know he is a good employee when he screws up something minor and he gets upset with himself more than you do.


Good workers don't oversleep, they leave home early enough to be at the job even if they have car troubles. They call immediately if they have a situation and they typically don't miss work cause their girlfriends dog has to be at the vet at 8 am.

Can you tell you hit a nerve?

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D K & Sons
The maintenance schedule for brick
1. Stand back and say "man that looks nice!"
2. Repeat as often as needed.

loneframer

Here is my take. If he has been beneficial to the company for the last three weeks, he is worth giving a chance to redeem himself. Everybody goes through things that are unavoidable. The fact that it happened three weeks into a new job may be a matter of circumstance.
Set up a personal meeting to let him explain his situation. Then lay the groundwork for what is expected from him. Let him know he is being allowed back on probationary status. Explain to him that you reserve the right to give all of your employees random drug tests, him included. Prepair a document and have him sign it. If he has a dependancy problem, it's likely that he won't show up for work.

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"Walking the fine line between production and perfection"



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rselectric1

WRONG-Do you supervise employees?

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220...221...whatever it takes!

Anderson

Yes I do, several. I also take them out for beers after we finish a big job and I have a good feel for them and what they are about.
Of course mine is an opinion so it cannot be WRONG.

Willie T

This thinking won't likely be too well received by the majority of dollar oriented builders here. But that's the breaks... they probably wouldn't like my taste in women, wine, music or recreation either.

But a very wise man once told me that whenever I am deciding someone else's motive or rationale for one thing or another (some call it "judging" another), I need to remember that I have probably not the faintest idea how far or through what trials that person has come as they stand before me today.

I can look at someone I might deem a slacker and say, "He's just not trying." Or a bum standing at the traffic intersection holding up a cardboard sign, and say, "He has no pride or self respect."

But in reality, that first man may have struggled and resisted temptation more in just the last month than I have in my entire life. I might have given in and given up years sooner than he did. Or the second guy... how am I to know just what it may have cost him in pride and self-respect to write those words on that cardboard sign.

You know that there were at least 90 days of reliability and initiative in this worker of yours. He gave them to you as proof of that much. Whatever has sidetracked or derailed him recently, you can but speculate upon. You won't know until you talk with him.

I've stated many times here that we are not just in the building business. We are also in the people business. And that means our employees as well as our customers.

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"True eloquence consists in saying all that is necessary, and only that which is."
François Duc de La Rochefoucauld
Bill Everett - St. Petersburg, FL

rselectric1

True, that your opinion cannot ever be judged by anyone else as wrong. I retract that word.

However, depending on how carefully you choreograph your jobs, just one employee who you counted on to be there for a certain task can throw your entire plan down the garbage.

The fact that you have a good rapport with your guys is great, and by socializing with them you can talk about, and learn what is going on in their lives. (and possibly predict when they might become unpredictable)

My only issue with your post was the fact that getting drunk (or whatever else) and not showing up for work the next day should be excusable by virtue of age. If someone is hired to do a man's work, they should be a man and show up. Otherwise, we learn that they aren't taking the job too seriously and in the real world those kind of guys are usually not worth keeping in any type of key positions unless they grow up.

Sure we all go out and tie one on sometimes, and when you are younger even more so.

However, the best thing you can do for these youngsters is not "coddle them"

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220...221...whatever it takes!

jtpro

Well with the date of daylight savings time changing, devices purchased with the auto feature set to the old would have set back 1 hr(Happened to my GF this morning) you look think you have an hour hit snooze(maybe shut alarm off by accident) and BAM now you overslept MORE than the initial hour.

He called and you didn't call back to confirm or deny him coming in for a half day.( I commend you on wanting to cool down before talking to him) had he drove in and you sent him home in his mind it would have cost him gas on top off a missed day.(of course he could have gambled and at least got 4hrs in)

90 days(probationary time for most all companies) and no probs except for a minor infraction on Fri and this I agree a talk is in order.

I've seen some people hold down jobs for years with WAY more problems than this. I could bore Ya'll with a list.

WarnerConstInc.

It didn't change yet, its next weekend.

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TarPaperCrane

You are all way more patient than I am. I'd say 2 fairly serious infractions in a week -- done. This is a great time to pick up employees who are competent and committed.

I know my clients would flip if they got home to a messy master bedroom on a Friday night! I'd be the one to have to take that unpleasant call and it would seriously disrupt my after work beer. I don't want employees that I have to make excuses for to my clients.

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CookeCarpentry

Once again, thanks to everyone for their insightful comments and suggestions.

We got rained out today - today was supposed to be day 1 of egress window installs.

Anyway, called the employee this morning to let them know today was a wash, seemed very apologetic, informed them what time we are starting tomorrow and that we need to have a sit-down and talk first thing in the morning.

So, unresolved for another day, will let everyone know what happens tomorrow.

I am thinking something in writing would be a good thing, going to hold off on the p-test (for now), though mentioning it in tomorrow's talk is a definite.

Thanks again.

Willie T

This is an excellent idea. My wife uses informal "conduct contracts" with her problem students. And I use legal ones with the offenders in the behavioral modification classes I help facilitate.

__________________
"True eloquence consists in saying all that is necessary, and only that which is."
François Duc de La Rochefoucauld
Bill Everett - St. Petersburg, FL

CookeCarpentry

Thoughts on having them sign it? Not necessarily agreeing to anything, just acknowledging that the incident(s) have been documented and going in their file.

Willie T

Yes. Something that outlines the importance of their regular and dependable participation in the efforts of the entire team is appropriate for helping the employee understand his place and it's function. This also gives a sense of self-worth he may not have learned from his parents.

In effect, with a lot of these young men, you will often find yourself assuming the "father" role. It's really pretty cool...... and a neat thing to have on your resume at the Pearly Gates.

__________________
"True eloquence consists in saying all that is necessary, and only that which is."
François Duc de La Rochefoucauld
Bill Everett - St. Petersburg, FL

Mike Finley

Hell yes. You write up the incident and have them sign it. If he refuses to sign it, you write that on the incident report also. "Billbob refused to sign 10-26-2009"

He turns out to be the golden calf for you over the next few years, who cares about the document.

He turns out to be just starting out on meth and over the next 2 months you're always scratching your head at his hot and cold routine of being the best employee for a few days then being a f-up, then back to the best employee and then you finally figure it out, at least you have the document in the file.

Plus never doubt the powers of a little wake up call that a write up produces. It lets him know where he stands, that his actions have consequences and that you are a serious employer. If he is a good guy the write up will mean a lot to him, he will take it personally.

Willie T

Do you still have the Soap Box Derby on Chestnut Lane in June? This is something you might get him interested in as a representative of a company sponsored entry. (not sure the rules allow that, though... you might check) Something along these lines where he has to go out and find a kid to build and drive the car is a GIGANTIC character and responsibility builder. It kind of puts him in the same pair of pants you are wearing right now when dealing with his antics. This sort of thing often helps wake up young men to their future and expected roles as men.

Just a thought.

__________________
"True eloquence consists in saying all that is necessary, and only that which is."
François Duc de La Rochefoucauld
Bill Everett - St. Petersburg, FL

fairfaxgc

Have him sign something just incase you need to send it to the unemployment office later.

nailkiller1

After 3 months he is starting to get comfortable, and showing his true colors.
I have had 0 luck with these sit down father son talks.
We sit down he says everything i want to hear.
He is a model employee for another month, and then something else comes up. slow downward spiral.
It is highly unlikely talking to him for 15 minutes will change his personality and lifestyle.
Just my opinion