EE That Make You Go Hmmmm!

scottorr

I know we all have similar tales to tell so go ahead and vent! Monday I counseled an ee about abusing sick time. She decided that she needed to leave work early yesterday and called in today. Apparently she is looking to be terminated.

Parabeagle

We permit an employee (salaried employees) to take up to two hours per month (ONLY if needed) for professional appointments (dr., lawyer, etc.) without docking their sick leave, PTO, etc. I had an employee come in and insist that she needed the time to have her oil changed and she couldn't understand why that wasn't considered a professional appt. C'mon, now! Common sense has to enter in here SOMEWHERE!

Leslie

[font size="1" color="#FF0000"]LAST EDITED ON 06-20-03 AT 02:36PM (CST)[/font][p]Common sense and employees? In the same post. Beagle, you must have some kind of EEs, because this is what I have...

About two weeks ago, an EE leaves a message for our Sr. HR Specialist about his vacation getting ready to hit the max 240 hours, and wants to know what he has to do to sell 40 (which hourly EEs can do once annually). She forwards it to the department secretary and says he needs to fill out a paid leave request and get it up to us.

So guess when his paperwork get to HR? On Wednesday, after our payroll processed Tuesday accruing his hours of vacation. It stuck at 240, causing him to lose some 4 plus hours of vacation. So he is up here at 7 a.m. this morning looking for his check and whining that he lost some hours and it wasn't his fault, and it wasn't fair - FOR AN HOUR.

HCCADC

We had an employee paint a few walls for us. He left a whole STRIP of paint on the window. He also did floors for us and when his supervisor went to monitor the work he had done, he told her, it is a mess. It was a TOTAL mess. He didn't sweep the floor before he stripped and waxed it. If he KNEW it was a total mess, why would he leave it that way??? Where are the hard workers??? BTW-Parabeagle, common sense doesn't have anything to do with it.....

LindaS

Here's one that comes to mind...

In my role as HR at a former employer, I came to work one morning (10/31) to find an employee who shaved just the front portion of his head and painted a swastika (sp?) on his forehead in permanent black marker. He also painted a couple of symbols on each side of his head. This was right after 9/11 so people were obviously upset. He couldn't understand WHY he was told to either go into the bathroom and wash it all off or be sent home.....hmmmmm...

jmpmo

I had an employee tell me once that he needed to take time to get a haircut and he wanted to be paid for the time. I asked why he thought he should get paid and he said if his hair grew on company time he should be able to get it cut on company time. :-?

Parabeagle

Well you gotta admit - it's tough to argue with the logic in that reply.

mamhradm

Answer: it also grows outside of company time to get it cut outside of company time.

mamhradm

>Answer: it also grows outside of company time to get it cut outside
>of company time.

Sorry - it's Friday afternoon and I want to get out of here! I should have said 'so' get it cut outside of company time.

BTW - we just terminated an employee for trying to run people off the road in a company vehicle ........ similar incident on background check (how many years ago is too many?)

System

I'm nearly immune to shock. What normally would have shocked me years ago, now warrants a mere raised brow.

My daughter lives in Town. One of our Public Works employees scheduled a meeting to talk to me. He informed me that he is in love with my [married] daughter. He wanted me to put in a good word for him [also married]. He was willing to leave his wife for her. I explained (chuckling inwardly, maintaining composure) that I was through raising her a few years ago and he would have to proceed without me - as it is the Town's policy not to give referrences.

definitely - hmmmmmm.

"Sam"

lorrie

I cannot imagine being able to maintain composure on this one. (Being in love with your daughter.)

I just oriented a new employee (age 18) who said his girlfriend will be moving in with him next week and he wants to add her to our health insurance plan as his dependent. I stated that he would have to marry her first and he laughed and said he was not getting married.

I admit that I replied "What? She's good enough to live with, but not good enough to marry?" He laughed nervously, and I added that seriously we would not consider a commitment to her health insurance until he considered a commitment to her also.

He said that he would come back next month, because he heard that after living together for 30 days they would be common-law married anyway. I look forward to speaking to him again and telling him to come back in another 6 years and 11 months. 8-|

Whirlwind

Here's the last laugh on ee's who add their girl/boyfriends to their health insurance under the pretext of common law marriage: We do this upon request, no proof required in accordance with our health plan's rule. However, when the ee and the lover/faux spouse have a falling out, and the ee wants to drop him/her from coverage, we ask them if they got a divorce. Never occurs to them that a common law marriage requires a real divorce. They are quite chagrined to learn that they have to maintain their spurned paramour on the health plan until the next annual enrollment period.

ritaanz

Gotta love it.

bethann

ee calling 15 min after start time..."i overslept, do you still want me to come into work?". I asked him "do you still want your job?"

I love the common law ones! I hear that all the time, they want to argue the law. I tell them to retain a lawyer and have that person call me. We dont live in a common law state!

LindaS

I have another...

Employee demanding the health insurance plan pay for him to obtain a partial set of dentures...why?

Employee has gone to Emergency Room 3 times this year because he doesn't chew his food all the way (presumably from missing two teeth) and it gets stuck in his esophagus, therefore a medical condition and dr. feels partial dentures would alleviate the situation.

Three ees leave work under a no-fault attendance policy. Go down to the corner liquor store (10:00 a.m.) buy beer. Sit in park located right across from loading docks (doors are open due to warm weather) and proceed to drink for next several hours, laughing at employees at work when breaktime and lunch come. Nice way to spend a day off, huh?

Whatever

I was just notified by payroll that a ee came to them with a problem. The ee was in court yesterday and the judge ruled that not only did the ee have to cover his two children under company health insurance plan, but since he owed several thousand in back child support, child support +back support would be deducted from his paycheck. The ee tried to convince the payroll clerk that for humaniterian purposes (he wouldn't be able to take out his current girlfriend), she should ignore the court order. He, also, tried to play on her sympathy. She said he was terrible cryer. Well, he'll be crying for real next payday.

mwild31

Well, I have one. This happened a couple of years ago when I was brand new to the company. The company usually assembled a panel of employees when interviewing for Supervisor and above positions...

During the interview - the applicant disclosed he was a Mormon - before I could let him know that the information was not necessary - another employee earnestly sat forward and asked, "Oh yeah? How many wives do you have?"

We don't really use the panel approach anymore....