Bathroom Issues

HRCathy

[font size="1" color="#FF0000"]LAST EDITED ON 10-13-05 AT 03:48PM (CST)[/font][br][br]I have an employee that has been with the company for two months. Recently, there have been some terrible messes in the men's room and the supervisors are 99% sure that this new employee is the culprit. I, of course, have no solid proof. (no pun intended) The owners want to fire him. Since we are at-will, and he is under his 90 days, do I give him a reason? Or just tell him to get out? I have never had this problem before, most of my employees have been here a long time. Thanks for any help you can lend. -Cathy

Whirlwind

Cathy,

I'd want to know at least one more thing before I comment further: What is the 99% certainty based on?

HRinNH

What is it with the nasty bathroom issues on this forum lately? Yucko!

HRCathy

Well, I am putting a hold on confronting anyone right now. The supervisors are basing their claims on timing. This employee leaves, they go in right after, and find a mess. However, after my first investigation, the mess was a leaky toilet. So, I told the supervisors to be more careful with their accusations in the future. They claim that this isn't the mess they have been finding. So, now I will wait and see. I told them to call me if it happens again. The only exercise we get around here is jumping to conclusions. Hypothetically though, how would you handle it? The owners are crazy about cleanliness around here.

Shadowfax

From a purely self interested liability perspective, a probationary/orientation period at will employment relationship - absent other statutory classification protection - employer has no legal obligation to continue the employment relationship, even w/o proof of wrongdoing. I would not give a reason.

Rockie

If it was me, I'd send out a memo about what was happening in the bathrooms and asking that it stop immediately. I'd go on to say if it was found out who the culprit was, they will be fired on the spot.