One employee's word against anothers
heather1027
45 Posts
Our teams rotate the "leader" responsibility were they are "in-charge" of the team for the day. They are to ensure quality, safety, productivity, etc. One day an employee was scheduled to leave at 3:30 but they can't leave in mid-process. (The guy had two approved days of FMLA for the next two days and was leaving early to get ready for the drive associated with it.) He isn't usually scheduled in this area and was filling in. He had been with the company for 5 years with no former performance issues. He didn't get alone well with the area leader on that day.
According to the leader, the leader told him they had to do three applications of material and that he was met with some resistance but ultimately the other guy did it, which took around 15 extra minutes (after 3:30). But according to the leader, he watched the guy write three profane words in the finished product (before it hardened which could take 45 minutes to an hour). There would be no way to determine who else could have walked past this area during this time. The leader openingly admitted that he did nothing at the time and allowed the product to be sent out for shipping, which the customer would have seen. (Editing: the leader was given a suspension for allowing it to happen.)
It was discovered by someone in shipping. It caused 6 to 8 hours of down time, rework and cost of materials. The employees with the allegations made against him states that it wasn't him, that he is committed to quality and wouldn't do something like that. That he has never done anything like that. Another employee initally stated that he witnessed it but also changed his story to that he didn't see anything and there was no written statement retrieved.
The proven act is worthy of termination due to the impact it could have on reputation and cost of product, however it is not clearly stated in a handbook. It's a case of he said, she said. Do you feel that termination is this case is to unfair? Should any discipline be given if termination isn't warranted (considering that termination can't be substantiated)?
Comments
Our teams rotate the "leader" responsibility were they are "in-charge" of the team for the day. They are to ensure quality, safety, productivity, etc. One day an employee was scheduled to leave at 3:30 but they can't leave in mid-process. (The guy had two approved days of FMLA for the next two days and was leaving early to get ready for the drive associated with it.) He isn't usually scheduled in this area and was filling in. He had been with the company for 5 years with no former performance issues. He didn't get alone well with the area leader on that day.
According to the leader, the leader told him they had to do three applications of material and that he was met with some resistance but ultimately the other guy did it, which took around 15 extra minutes (after 3:30). But according to the leader, he watched the guy write three profane words in the finished product (before it hardened which could take 45 minutes to an hour). There would be no way to determine who else could have walked past this area during this time. The leader openingly admitted that he did nothing at the time and allowed the product to be sent out for shipping, which the customer would have seen.
It was discovered by someone in shipping. It caused 6 to 8 hours of down time, rework and cost of materials. The employees with the allegations made against him states that it wasn't him, that he is committed to quality and wouldn't do something like that. That he has never done anything like that. Another employee initally stated that he witnessed it but also changed his story to that he didn't see anything and there was no written statement retrieved.
The proven act is worthy of termination due to the impact it could have on reputation and cost of product, however it is not clearly stated in a handbook. It's a case of he said, she said. Do you feel that termination is this case is to unfair? Should any discipline be given if termination isn't warranted (considering that termination can't be substantiated)?
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OK, so based on past record, you have no reason to suspect the worker. Do you have any reason to distrust the lead/sup?
Why would you not discipline the lead/sup for failure to stop the vandelized product from going out to the client given that (s)he says (s)he saw it being done? In fact, that the product was allowed out makes me suspect the lead/sup. How can one say they saw the act being done but then allow the problem to set and progress to shipping? That makes no sense unless (s)he was trying to set up the worker who (s)he claims created the grafitti, possibly by having done it him or herself?