EE always borrowing money
Paul in Cannon Beach
4,703 Posts
We have an ee here who is constantly borrowing money from other employees. He seems to pay them back but not always in a timely manner. He has even approached the spouse of one staff member which to me is really innappropriate.
Our solicitation policy doesn't include "borrowing money". Generally the amounts are fairly small: $20-40 here and there.
I am planning to tell him to cut it out but wanted the wise counsel of my steamed colleagues first.
Our solicitation policy doesn't include "borrowing money". Generally the amounts are fairly small: $20-40 here and there.
I am planning to tell him to cut it out but wanted the wise counsel of my steamed colleagues first.
Comments
Good luck!
Nae
I think I will talk with him tommorrow and shut down the First National Bank of Mooching.
Whether or not you talk to the moocher, the lenders need a spinal fluid injection.
The fact that folks are reluctant to give direct feedback is one of the reasons HR gets stuck with so many thankless jobs. If it is causing the lending EEs some pain, maybe they should learn to say NO!
Its true that people often ask HR to do what they dont want to do but in this case, I really dont mind. Its so clear cut that this behavior is innappropriate.
Refer to our EAP if he needs financial counseling and tell him the borrowing money ends now and all outstanding debts need to be paid back in a timely manner.
Its telling that he has never approached ME for money.
If your EE demographics are like many other companies, you might have other EEs that have similar problems managing their finances, but you are leaving them alone because none of their lenders has come to you complaining.
Our employees have lots of contact with each other outside the office. We do not try to manage any of that interaction because, unless it falls under some sort of liability exposure umbrella, it is none of our business. I am suggesting that this is none of the company's business.
The EEs who are being approached need to handle this just like they would a neighbor or a family member that has become a pest or putting them in uncomfortable situations.
I would stay out of it. The idea of an EAP referral would be as far as I would go, but as for the rest, like telling him to pay debts off in a timely manner, is just over the top, in my opinion.
But I disagree with you and Lnelson. Behavior on company premises and company time that affects employees IS my business, particularly when its negative behavior.
This guy is hitting up just about everyone he can find for cash and its innappropriate. He is taking advantage of our employee's generosity and I dont mind being the bad guy and telling him to knock it off.
Marc - its not about delving into someone's personal life. Its about unwanted behavior that is occuring in the workplace. You don't delve into people's dating habits for example but if their flirting or advances are making other employees uncomfortable I am sure you would address it.
Our employees don't have to worry that we will protect them from unwanted and unfair behavior only if it qualifies as illegal discrimination. We don't let our employees harass each other, whether it is illegal behavior, something as simple as a lot of perfume, or if someone keeps after them for money.
Fortunately for us, our employees are all adults, and if they regress on the occassion, we remind them politely of our expectations and that usually takes care of it.
Nae
Paul, I had a cash prize for you, but Ray borrowed it.
I have recently been thinking about enabling behavior. Those folks that have a difficult time saying no are having problems in all aspects of their lives. If we take care of them in the workplace, how are we helping them develop this ability on their own?
You also have to understand that this individual can be very persuasive, if not pushy. That is partly why I feel I need to get involved.
HR has different roles in different organizations. Here, HR is extremely involved across the board. When there are employee issues, HR is usually involved if only in an advisory capacity.
My job is to make sure my involvement is welcome, appreciated, and produces positive results for the organization.
adults,"
Nae,
How did you manage that. Most days I feel like the day care administrator.
Jo Ann
The pattern of hitting up people for money needs to be addressed but I am going to stop short of making any demands. I will tell him that if more complaints come in, I will go to the next step.
I am also going to give him a new copy of our EAP info and encourage him to seek financial counseling.
I appreciate everyone's feedback, especially those that disagree with me.
This is none of your business. You are HR and receive a pay check for developing and administering company policies and procedures.
Do you really have a policy about idiots that have difficulty saying no to a moocher? Do you intend to design one? Why on earth for?
Here, where housing is provided for our employees, I find myself involved in many situations you would never dream of (or want).
Our culture is extremely important to us and we protect it fiercely. An employee with a pervasive habit of making people uncomfortable, regardless of the behavior, will likely be addressed.
No policy will be drafted. The individual will be gently counseled and encouraged to solve the problem on his own through our EAP.
If your response is "grow a backbone" that's fine and thats probably compatible with your culture.
And its still good to have you back!
Yeah, right. Gently counsel.
It always bugs me when people dont post a follow up to the situations they describe so here is mine.
EE came by the hallway and I asked him if he had a second. He responded "What did I do?"
I kept it light and friendly. The amount of borrowing was making some people uncomfortable. He freely agreed that he wasnt happy about it either. I encouraged him to seek out our EAP for financial counseling.
The session ended on a positive note. He asked me if he could borrow $20. I think he was joking.
Apparently, according to our payroll guy, he left my office and went straight to payroll to ask for a $100 draw.
At least its his own money.
Rita, our culture is probably not like a manufacturing plant. We are all about getting along, peace, love, and harmony.
And I am the guy that comes after you if you aren't being harmonious enough.
I agree with telling the employees they need to say NO. Some employees don't always know HOW to say no, so you help them find the right words, and follow up with them to see how it went. Just like raising children.
I would tell the employees that I COULD step in and tell the begger to knock it off, but then the begger will know that someone complained. Handling it themselves will go a long way toward developing their relationships, and long term harmony. Hurt feelings are avoided.
If the begging becomes disruptive (beggar is leaving his post, interrupting others' workflow, etc.) I'd advise the employee's supervisor to address it. In Paul's situation, it doesn't sound like it's a disruptive situation. The employees are just tired of being asked for cash.
HR is often seen as the go-to guy/gal for the uncomfortable conversations. This is an issue between the employees, and if it becomes disruptive, it's for the employee's supervisor to address.