EE lied, but I think manager is digging too much
aliciac
88 Posts
We have an employee who has been given both verbal and written warnings with regard to attendance in the past 90 days. This past weekend he requested a day off to go to a testing for becoming a fire fighter. I don't think his supervisor should have let him go, but he did. Then the employee called that afternoon to say that the testing had been extended into the next day for some reason and that he would not make it in to work until noon at the earliest the following day, again the supervisor said that was ok. He showed up at 2:00pm (we closed at 4pm that particular day) with no further explaination. The manager then called the fire cheif to ask about the testing that had taken place and was told that it did not run 2 days, but only one. So...the manager wants to terminate for the employee lying. I happen to know that this manager wouldn't have gone to such lengths if it had been a different employee. In my opinion the days off shouldn't have been granted in the first place for someone on probation for attendance issues, but that isn't the way it happened unfortunately.
Is there anything that the manager needs to be really careful about when addressing the employee about this? He can't really be reprimanded for attendance because he had permission, but can he ba called on the lie?
Is there anything that the manager needs to be really careful about when addressing the employee about this? He can't really be reprimanded for attendance because he had permission, but can he ba called on the lie?
Comments
Regardless of whether the supervisor granted the employee the time off, based on the information above, the time off was granted due to the employee lying about the need for the time.
Call the employee in and ask him about the situation. In absence of some type of proof regarding the testing, terminate the EE for lying.
>know that this manager wouldn't have gone to
>such lengths if it had been a different
>employee.
If you are certain that the manager would not have done the same checking on any other employee I would want the manager to articulate on what basis they made a decision to treat this ee differently. Having discovered that I would then make the decision on corrective action if any.