Info not passed along
Rockie
2,136 Posts
How do you handle the issue of an employee calling off to a supervisor that they are ill...been in an accident...when they go on leave for pregnancy...etc., and it is not passed on to HR for paperwork.
I had an employee come into my office yesterday and presented me with a return to work statement. He had been in an accident and was off all last week. He called into the CEOs secretary and she put out a message that he would be out of the office for the week and could be reached at a certain phone number. Since he often works out of the office, this was no revelation.
He told me that he specifically asked this secretary to pass along that he had been in an accident. If this HAD been done, then letter and paperwork would have been sent out to employee.
I concurred that we could not count this against him as he properly notified us and it was not passed along appropriately.
Short of strangling the secretary, what would you do?
I had an employee come into my office yesterday and presented me with a return to work statement. He had been in an accident and was off all last week. He called into the CEOs secretary and she put out a message that he would be out of the office for the week and could be reached at a certain phone number. Since he often works out of the office, this was no revelation.
He told me that he specifically asked this secretary to pass along that he had been in an accident. If this HAD been done, then letter and paperwork would have been sent out to employee.
I concurred that we could not count this against him as he properly notified us and it was not passed along appropriately.
Short of strangling the secretary, what would you do?
Comments
As to the root cause analysis though, about all you can do is keep sending out your memos and keep emphasizing this in staff meetings and semi-annual training sessions.