EE looking for job on Co. time

sk8n

I have learned that an employee (exempt) is working on her resume and cover letters, etc. on her computer in her office, during work time. Because all ees keep time allocation records for distributing time to different department categories, her reports state that she is working on specific projects during the times her computer files say she is actually doing personal business. Now I know that an employee is entitled to look for a job elsewhere anytime she chooses, and it's no surprise that this particular ee is doing it -- she has a 'bad attitude' most of the time, takes excessive sick leave, is chronically late (5-10 min), leaves early (5-10 min), takes long lunches, has an attitude of entitlement or expectation of leniency -- in other words a poor work ethic. But she does the rudiments of her job well. #-o
There have been times I've come very close to letting her go -- she is not irreplaceable, (although it would take some time.) But when I have talked to her about "attitude" there are some improvements for a while. Now we're on a downturn again.
I would really like to let her go--especially now that she is using company time and property to search for another job. Is this reason enough?

What would you do?

deniseE

what does your computer use policy state?

Ours is pretty clear that the office equipment is for business use only....she would be violating our policy and could be terminated.

good luck!

Balloonman

I would have already gotten rid of her. However since she is falsifying company documents, I would terminate her for that.
My $0.02 worth.
DJ The Balloonman

sk8n

Our policy refers to personal calls, mail and Internet use, not necessarily use of the computer for personal use. We also have a section in the policy stating guidelines for appropriate conduct and listing of what we consider inappropriate; "engaging in excessive, unnecessary, or unauthorized use of Company's supplies, particularly for personal purposes." It also states that we have the right to monitor all use of our computers (including e-mail and Internet useage).

By the way, she has been out sick yesterday and today and has no sick time available to her for these two days.

MS HR

tell her to pack her bags immediately,
be sure to turn in her keys,
and escort her out before she can do any damage to your data files.

HRsage

>Now I know that an
>employee is entitled to look for a job
>elsewhere anytime she chooses," - They are entitled??? I thought we were paying them wages to work for us, not look for other jobs. :-?

-- she has a 'bad
>attitude' most of the time, takes
>excessive sick leave, is chronically
>late (5-10 min), leaves early (5-10
>min), takes long lunches, has an
>attitude of entitlement or expectation
>of leniency -- in other words a poor
>work ethic. "

She appears to be a regular buffet of termination reasons to me. Pick one and move on. Falsifying company records works for me. She obviously is ready to move on, give her the push she needs and then she can focus all her time on finding other work. x;-)

jrzgrl

>Now I know that an
>employee is entitled to look for a job
>elsewhere anytime she chooses,"
- They are entitled??? I thought we were paying them wages to work for us, not look for other jobs..."

Keyword here being "elsewhere". And in that case, At-Will employment, anyone?

Whatever

The only good thing you can say about her is that she can do the rudiments of job well. However, she appears to be spending little time doing the job. And she has lied on her reports. Terminate her now.

marc

Maybe you should help her find the job. No unemployment benefits then.

If she is engaging in fraudelent billings to your customers, that sounds pretty serious to me. I think one of the Tom Cruise movies even taught me that was an illegal practice for lawyers and enabled him to put the bad lawyers in jail.

Lawyer movies aside, if you can prove your allegations, terminate - you will probably even with the UI appeal when it gets to that.

sk8n

There is no fraudulent billing. Time allocations are to help us account for program costs for UBIT (We are a non-profit).

So are you saying that if I let her go for violating a policy (misusing company's resources for personal benefit; falsifying time records) that we will have to pay her unemployment?

marc

I am saying she will probably file for it, and if the administrators in your state are anything like ours, she will likely be awarded the unemployment during the first go round and you will have to appeal it.

MS HR

To win unemployment claim you would have to show that she knew better and deliberately, maliciously, willfully, etc. falsified records or broke your policy.
I will still go with termination because she could cause you a lot more in bad p.r. or damage to your data or reputation.

bamahr

Let her go - she is late, bad attitude, falsifying records, need you so more - I would give her a lot of time to devote to her job search.

sk8n

Thank you all for your help and insight. I am really too soft in this area and need a tougher skin. Taking work time to write a resume and letters, etc. is crossing the line and I knew it. Timing is terrible, but when is it ever good?