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Tell Technician to Stop Coming in Late he says now he's Injured...

Big_K

By Big_K
in Human Resources, Employees

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Big_K Apprentice

Big_K

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So one of our technicians has been slacking off... he was never a hard worker, but we thought we'd give him a chance.

 

He began to habitually come in late, we don't have in a "clock in" system nor a handbook, nor any kind of written procedures. (Something that needs to be worked on)

 

Well, on Monday morning he comes in 20 minutes late, I tell him that he is yet again 20 minutes late and whether he takes his work seriously because I can find someone that will.

 

He comes back with a big attitude about how he bumped his head, and he did it here and now his head hurts. So I had a choice "he can forget that he bumped his head" or "go to the doctor."

 

I sent him to the doctor, this morning he comes in 7 minutes late, goes to the bathroom for 10 minutes. I tell him he's ready for work 17 minutes late. He walks away, I say he needs to show some respect. He says he doesn't since its not in his job description?????

 

I want to just fire him, but workers comp put him on "Modified work" so he can't lift anything about 40 lbs.

 

 

His diagnosing skills are wrong, how do I go about legally firing this guy...I wanted to throw him out after he started giving attitude but didn't want to get an unlawful termination case...seems as though he is baiting us to do it. I am dumbfounded how bad his attitude change as soon as he got verbally warned.

 

 

 

Advice? I want to create a clock-in policy today and install software and have everyone do it. (no one else has trouble with this)

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oktire Apprentice

oktire

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I just fired a tech for being late. I had reminded him of what time we start he gave me a bs reason he was late. well the next week it wasn't 10min it was 30 the next day he didn't show at all so I sent a friend to go make sure he was ok and to have him call in to the shop. no luck. he would have known that it was his last day he might have showed up. so I had to go under oath for unemployment I contested it and one he admitted to being late and new what time he was supposed to be in. I told the guy off the record that I believe that when your the boss you should have control over your tech's and that if I decide who to hire I can decide who to fire. The guy at unemployment actually agreed with me.

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    • Joe Marconi
      The Toolbox is Last to Leave, First is the Heart
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      It always amazes me when I hear about a technician who quits one repair shop to go work at another shop for less money. I know you have heard of this too, and you’ve probably asked yourself, “Can this be true? And Why?” The answer rests within the culture of the company. More specifically, the boss, manager, or a toxic work environment literally pushed the technician out the door.
      While money and benefits tend to attract people to a company, it won’t keep them there. When a technician begins to look over the fence for greener grass, that is usually a sign that something is wrong within the workplace. It also means that his or her heart is probably already gone. If the issue is not resolved, no amount of money will keep that technician for the long term. The heart is always the first to leave. The last thing that leaves is the technician’s toolbox.
      Shop owners: Focus more on employee retention than acquisition. This is not to say that you should not be constantly recruiting. You should. What it does means is that once you hire someone, your job isn’t over, that’s when it begins. Get to know your technicians. Build strong relationships. Have frequent one-on-ones. Engage in meaningful conversation. Find what truly motivates your technicians. You may be surprised that while money is a motivator, it’s usually not the prime motivator.
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