Employee Didnt Show Up To Work, But Clocked In And Out As If He Did - What Would You Do?

This just happened to me, and I am shocked. I mean I have had bad employees in the past but this takes the cake.

I have two crews working 1.5 hours away from our office. The way it works is that they meet at the office, and then carpool up in two vans. The way we explain it, is that the vans are a courtesy, you are required to be at the job site.

One employee (he was hired 3 weeks ago, lets call him "John"), didn't show up today. So the vans went up without him. Only communication during the day was that when one of the other techs (lets call him "paul) texted him at about 1PM asking if he was ok, he replied saying that "I missed the van today, I need to do better tomorrow". So Paul then advised John to communicate with the foreman to let him know what happened.

I was reviewing the time clocks now (we use an app, that also does a GPS stamp), and I see John clocked in by his house in the morning, clocked out for lunch, then back in, and then out again at the end of the day. And for the job in the clocking in the app he selected the job that was 1.5 hours away. All this time without communicating with anyone. If he had reached out to the foreman, the foreman could have assigned him to a crew that was nearer to where he lived.

This is a first for me, but in my opinion, this person should be let go right away. What do you think? Also, do you think I will be stuck with paying unemployment? If I want to try to give him the benefit of the doubt, maybe I can say that he felt that even though he missed his ride, then he was still owed a day of work. But if that would be the case, he could have reached out to his foreman and asked what he should do, which he didnt.

Thank you

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* ***** ** ********** to **** *** ******** when ********* **** **** information. **********, * ***** think ** ***** ** let **.

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**** ** * ***** BTW.

** ********* ******** ** the **** ** *****: b-bye *****.

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* ***** ** ***** call *** ** *** a '*** *** **** 'splainin' ** **' *******.

* ***** **** **** 'John' **** ******** ******** and *** *** ** rectify *** *******.

** ** ***'*, ** is **** - *** I ***** ***** *** unemployment ***** ** *** fired *** *** *****.

(added ***** ******** ****: ***** - ****** ******* ** ****** ****** ** **** ***** ****** ****** *** ********)

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*’* ****** ***** ******.

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*****, ******** ** ****** that ******** ** *** family *** * ***** doctor's **** :)

**** ***. *** ***** advice ** ****** (*** I **** ** * different *******) *** *** also **** ** ******** the ****** ** **** on *** **** ** your ****. * *** like **** ** *********. Do *** ****** ** would *** **** ** the **** ** *** guys ** *** **** & **** **** **** he *** **** ****.

* ***** ** ******:

(*) **** **** ** has ** ***, *** if *********** **** **** story, **** ***, **** hold * ******* **** your **** *** **** them *** ** **** know ***** ** **** tolerance *** ********** *** absenteeism

(*) **** **** ** has ** ***, *** if ********* ** *** story, **** *** *** hold * ******* **** the **** *** ******* it ** **** **** you *** * **** & ********** ******** *** also *** **** ********* (but ******** ******** * second ****)

***** ***** ******** *** not ******** **** ** non-performance ******* *** ****** of * ****, *** demonstrates **** ****** *** get **** **** ** they **** **.

***** - *** **** we ***** *** **** without ********* *** *********!

* ***'* **** ** this ** ********* *** in **** ******, ** you *** ********** **** cause, ************ ** ******* for * *****. ***, first **** **********. ;-(

** **** ******, ******** termination ***** *** *********. You ****** ******** ********** your ******** **** ****** counsel, ** ***** ** cheap. *** **** ****** - ** *** ******.

* *** * ******** lose *** ******** *** home (**** **** * million *******) **** * wrongful *********** **** *** would ***** *******.

***, *** ******** *** a * ***********.

I ** *** * ******, *****’* ****** *** ** **********, ***** ** *******. * ** *** ********* ***** ******, **** * ************** * ****** **** ***** ****** ** **** **** ** ***********.

** **** ****** ** the *.*. *** *** not *** ************ ******** if *** ******* ***** you ***** ** (**** kind ** *********) *****.

*** ********, ** *** punch **** **** ** the **** *** ****** not ****** ** ** able ** **** *** unemployment ******** ***** *** are '*** **'.

** *** ***** **** experience ;-(

** *** ***** **** experience ;-(

******* ***'** ***** ** some ******* ****** :)

*********** ***** ** ** junk **** *****. ***** this ** **** * junk ***** *** *** my *****. *** ***** advice:

"**** *******,

**** **** ***********, ******** termination *** ****** ** employer's ***** *********. ****** regulations ** *** ******* and ***** ***** **** the ****-*********** ****** ******* with ******, ********* *** legal *********. *********** ******* who *** *************** ** breaking *** ***** ** stressful *** **** *** most ******* *******. **** worse, ***** *** ** many **** ** *** it *****. ******* ** document *** ********* ********* a *********, ****** ** employee *** *** ****** or ******** ********, ** waiting ***** *** ********’* performance *** ************ **** the ***** ** ** return ** ******* **, are **** * *** to ****. **** ******** also **** ** **** an **-***** ************* ** the **** ********* ******* and *** ** ******* your ******* **** *** legal *******. *** ******** makers ** **** ****** need ** ********** ***** key **’* *** ***'** of ******** ***********. ***** letting ** ******** **, you **** **** ** ensure **** **** ********* do *** ******* * negative ******* ******* **** company. **** ******* ** designed ** **** *** avoid ** ****** ******** against **** *** *********** claims. *** **** ** make **** *** *** protecting ******** *** *** company ** ** ******* level."

** *** ***'* **** an ******** ******** ** cover *** ** **** you ****** *** **** done ***********. ***** ********** so *** ***** **** to *** ******** *** question *****. ** ****** be ***** *** ***** in *** ********. ****** do **** **, ** just ****** *** ******** and *** ******** ** resign **. ** *** saved ** **** ***** and ** ******* ***** the **** ************* **** most ******/******** **** ** have.

****** ** **** **, so **** ****** *** handbook *** *** ******** to ******...

...** **** ***'* **-**** :)

**** **** ****** *** be **** ** **** culture, * **** *** had ** ***** ***** this, *** ********* ****** respect **** ********** *** conducting * ************ ************. This ******** ** *** designed ** **** ********* from ******* *** ***, it ** ******** ** protect *** ******* **** issues **** ****** *** be ** *** **********. We ******* **** ** ours * *** ***** a **** **** ******** come ** ** ***** the *****. *** ********* have ********* *** **** technicians ****** ****.

** *** ***'* **** an ******** ******** ** cover *** ** **** you ****** *** **** done ***********.

****, **** ***** ** nice.

** ****: ** ***** be *********** ** ** a ****** (*** ***** tutorial!) ** ********* *** policies *** *****/****** ***********. Granted ** ********** ** very *******, *** * suspect **** **** (****?) small *********** ***** *** any ******* **** ****** employee *********, ** ****** any ******* ******** ** all.

******** ***********:

****'* **** *****. ********* him.

** ********* *****. ** needs ** ** *****.

* **** ** *** the ***** ** ***** in *** *** ** a *** ** ***** even ****. *** **** reason ** ****** ** fired ** **** ** lacks *********.

** ** ***** **** and **** "** * thought * ***** ***** in ******* ******* * thought * *** **** a **** ****" **** you **** ** **** him ******* ** ** simply ******. *** *** free ** **** ****** because **** *** ******.

*** ***** ***** ************ at **** *****. * would ***** ** ***, but **** ** *** have ** *** **, the ***** ** ******* this *** ** **** team ** *** ******* than ************. **** *** has **** **** ** for * *****. ** gone!

* **** ** *** the ***** ** ***** in *** *** ** a *** ** ***** even ****. *** **** reason ** ****** ** fired ** **** ** lacks *********.

*** *******, ** *** clock *** *** ***** :)

*** * ***** *** of **** ********* ******** in ****. * ***'* really ******* ** * am ******* * ******** owner, ** * *******, but **'* ***** ** see ********* *********** ** employees *** **** *****, yet **** *'** *** pay ****** ******, ** OT ******, ******* **** one ****** ** ****** payroll, ** ****** ** check ******** *** *** time ******, ****'* * "Oh **** *****, ******** happen." ** **** ******** fucks **, **** ********* when ******** ***** **, that's ***** *** * read **** ******, ***** on * *********** ** my *** *********** *** replies ** **** ******.

*'* ** ******* ** hear *** ********* ***** of ****. ****** *** sides ** *** *****. Maybe ** *** ****** to "***** * ***". Maybe ** ******* ****'* how **** **** ******, maybe ** *** **** habit (******** ** *** out) *** ** ****'* even *******. *'** **** that, ********* ** **** sheets **** ** ******* I ****** ** *** my **** **** ** there, ***** **** ** the **** *'* *** sick. ********* * *****'* realized ***** * *** my *** *****, ***** e-mail ** *** **** "Real *****, ****** ** submit **** **** *** xx ***, **** **** it *** **** **** sheet."

**** ** ************ ****.

* "*******" ** ******** a $*,*** ****** *** of * ******. * "mistake" ** ***** **** in *** ***** *****. A "*******" ** ** employer ********** ** *** OT ** * ***** (and **** ****** *** for ** *****).

**'* *** * "*******" to ***** ** ** job ***'** *** ******* on, ***** *** *** LUNCH, **** ***** **** in ** *** **** job **** ***'** *** working **. **** ** a ************ ****** **** was ******* **** **** intent ** ****, *** there ** ********** **** rational ****** **** * can ***** ** *** that.

* ***** *** *** an ***********, *** ** he *****'* **** ***, I'd **** *** ** the ****.

***** ** ** **** explanation... ** *** ** let;s *** ***, ** will ** ** *****.

* ***** #** *** a **** ***** *** the *** ** *** fundamentally *****.

*** ****:

* ***** *** *** an ***********

** ****:

*'* ** ******* ** hear *** ********* ***** of ****. ****** *** sides ** *** *****. Maybe ** *** ****** to "***** * ***". Maybe ** ******* ****'* how **** **** ******, maybe ** *** **** habit (******** ** *** out) *** ** ****'* even *******.

** #** ****** ***, misunderstandings ***** *** ********* make ******** ***.

*** *** ******** *** an ***********, *** **** they *** *** **** decide.

* ***** ** **** Marty ** ******* ** unsolicited *******.

* ***** **** ** would ** **** ** ask ** ***** ** any ***********, **** ******* it ***** **** *** right ***** ** **, but ** ** ******, I **** ******* ********* any ******** ******. ******** in *** ******** ***, especially *** *****, ** hard ** ** ** accident. **'* *** **** you ********** ********* ** mistook *** ******* *** another. ** ***** ****** intent. *** ****'* ***** you *** **** ** Sean's *****: ** **** were ****** ** ** dishonest, **** ****; ** they ****** ****** *****, fire ****. (**** ****** at ***** **** *** the ****** ***** ** notify * ******* *** ask **** ** **.)

*** ** *** ***** hand, ***** *** ***** where *** *** ******** an ****** ******* *** see *********, ** ******* you **** ** **** them *** ** * difficult ********* ** ****. So * ***** *** not ****** ***** *** first *******, *** *** have ** ********** **** you're ****** **** **** here.

* **** ******* ********* any ******** ******

****, ****** ** ** safer *** ****** ** ask *** ** *********** than ** **** ************ and ********* **** * decision.

** **** ****** ****** sense, **** ****

*** * ****** *** would ***** ********* * lawyer *** *** ******** could ***** **** *** not ****, ** *** not ********* ** ****, etc. *** ********* *** employee ** **** ** the ****, **** *********** the ***** *** ********* if *** ******** *********.

**#**, * (*** *'* sure ******** **** ****) am **** **** *** are *** ******* *** us.

*** ******* ** ******, I ** **** **** to *** ** ******* for * ***** ****** of ****** ** ****.

** ******** ************ *** not ** ******.
** *** ******** ** an ********** ** **** state?

* *** ** ******** once *** ***** ** extra **** ***** *** to *** **** **** so ** ***** ** with * ***** ** OT **** ****. ** was *** ******** ** the ******* ****** ***** brought ** ** ******'* attention. * ****'* **** out ***** **** ******* some ** *** ***** complaining **** ** *** ripping *** ******* *** and ****** **** **** going ** ***** ****** OT ** ***** **** cards ** ****. **** I ********** *** ** said ** ***** ** hour **** *** *** commuting ***** **** *** were ***** ** * hour ** ** *** and ** ******* *** company ****** ***** *** commute. ** ***** **** brought **** ** ** many **** *** ***** did *** ******* *** time **** ** ***** perceived ***** ** ******* he *** **** *** not **. ** *** terminated.

**** *** *** *** benefit ** * ***** and *** *** ***** it. ** ** *** a ******* ** * good ******** ** ***** be *********, *** ** it ****** * ***'* really ***** ** ** excuse **** ***** ** acceptable ** * ***** go **** *** ************ prepared ** *** *** go.

*** *** ***** ****, give *** * ****** chance (** * ***** rope) *** ** *** turn *** ** ** a ***** ********.

****, **** **** ** this ****** **. *** could **** ***** **** person *******.

*..

*...

*.....

****, ** ** ***** there *** ******** ** the ***** ***** *** and ** **** ****.

** *** *** ******** on * *****, ** it ***** * *****? This **** ********* ******* me. **** *** **** with ****** ** ******* the ******* *** *** benefit *** **** ****** be * ********** *******.

* **** ***** ********** for ** **** *****...**** is *****...*** ** ** to **** **** ****** would ******* ***** ** the *****/**********...** ****!!

* ***** ********** ***** the *** ** ** your ****** *** ******* the ********* **** ** face.

** ***** ** ** valid ****** **** ** was *** *** *** before, *** ** ***** be *****.

* ********* ** ** attorney, *** **** ** stealing. ******* ** ***** your *****, ***** ********* from **** ****** ** he ***** *** **** card, ** ** ********.

* ********* ***** *** unemployment *****/******* ******* ***** favor ** *** ****.

**** ****** *** * warning, **** ***'*.

*** ** *** **** of ******** * **** pay. **** **,*********,************ *** state ******* *****. ***** you *** **** ****** amount *****.

**** ***'* *** ***** time **'* ******, **** the ***** **** *** caught *** ********. **** him ******** *** *** premises *******.

*** ***** * *** of ****** **** ** be ******* **** ** the******.

*************** **** ************ ******* in *** *** *** a *** ******* ***** present, ****** ****** ** perhaps ** *** **** weird, ********* *** *****-********** excuse.

******* **** ** ******* out *** **** ** for ***** ** * clear ****** **** **** was *** **********. **** action ***** **** **** deliberately **** ** ** attempt ** **** ** look **** ** *** working * ****** *** in ***** ** ******* management. ** ******* *** not **** **** ** was ***** **********.

* ** ***** **** you *** *** *** courtesy ** ***** ******* to *******, *** ***** weeks ** *** ** pulls ****? *************. *** rid ** *** *** hire ******* **** *****'* steal **** ***.

** #** *** **** got ** ** ******* me. ** **** ***** do *** ***** **** relate? ********** ** ****** a **** *** ** a **** *****, *** blatantly ******** ** *** out ** * *** that ***'** *** ********** present ** ** ********* criminal! **** *** **********. How ***** *** ****** the **** **** ** clocked ** *** *** for ***** ***** ***** that **** ***** **** exactly **** ** *** doing. * ** **** 90% ** **** ****** seems ** **** ***** moral *** ******* ***** intact, *********, *'* ** truly ************ ** **.

** ******* ** *** statement, *** ****** ** the *** ****** **** were ******** ** ********* criminal. *** *'* ********* if ** ***** ******** be *******.

**** **, ****, **** up * ***. *** this *** **** * background *****?

****,** ***** *** **** "John's" ****...

***, ****'* ** ****** OP **** **** ** this ******...

* ****** * ****** office **** * *** employees ** * ** looking ** ** **** purely * ********** ***********.

*/ **** *** ** & **** *** * chance ** ******* ***. Personally * ****** ***** of *** ****** ** should ********* **** **** what ** *** ******* it ***** ** ******* to ******* *** *******. Especially *********** ******** ** / *** *** *****. Also *** *** ** not '**** **' ****?

*/ **** *** - I ** *** ** the *** ** *** rules **** *** ********* to ***** - ** ensure *** **** **** legal ************ ******.

*/ ******* ** *** staff *** ** *** 'let **' & *** the *********** ** ********* all ***** ** ** the '***** *****'.

** ** ******** ** my ********, **** *** only ***** ******** *** 3 ***** & **** on ********* ***** ***** have **** ** *** or ****, **** ** soon ** * ********** his *******. ** ** blatant *****, *** ** he ** ******* ** so ********* ***** **** in **** *** *** many ***** *** ************** ** *** **** 3 *****. **** **** else *** ** ******?

**** *** - * am *** ** *** USA...

*** **'** "** ** the ****" :)

*** *** ************. ******** is **** *** ******** worst ******* *** *** can’t *** ****. **’* a ***** *** **’* dumb ** ****- ** signed **** ** *** to *****.

* *** ** ***, I’ve **** ********* ************ and ***** *** ** years, *’* ***** *** help ***** **** ****** and ** *** ** off *’* ******** * guy * ****’* *** along ****- *** ** didn’t *****, ** ****** hard. *** ***’* *** with **** ****** *** steal. ** ** ****’* for ********* ******** ***** be * ******.

****** *** *** ****** an ******* ** ** sends * *******. **** one *** ** ** here.

**** *** ******** **** of ******.

**** *** *** ******?

****** ** *****. ***** is ********* ************* *** termination. **** ********** ***** dictate ************ *** ******** (with ******* ******* ****** present) ** ***** *** employee ** ******* ***** actions. ********, ********, ********. Imagine **** **** ***** be ********* ***** *** same ***** **** ***** make ** ** ** clock ** **** *** are *** *******.

***** #*, *** **** not ******** ****** ***********.

** *** **** * paid ******** **** *** policy?

*** **** ********* *********** by * *****?

***** **** ******** **** misunderstood *** ******* ******?

***** ** **** **** set-up ** ******* ******** to ** ****? (***** or *********)?

** **** ****** ********* talented *** ********?

** ***** ***** **** would ** * ***** cut **** ** **** keeping ***** *** *** would ** ****** ** discipline **** ** ** and ********* ***********.

*** *** ****** ********* them *****.

** *** **** ** California, **** **** ***'** ready ** (*) *** him ** ***** *, maybe * ***** ** whatever ** ****** ** should ********** ** **** to ****, (*) ******** his **** ***** **** she ** **** *** to **** ****** ******** practices ** ********* ** employee ** ******** **** up *** **** ** the **** ***, *** (c) *** *** *** legal **** *** ***** may ****** ** ***** at ***, ********** ** the ******** ** ************. (And ** *** ***, if *** ******** ** actually * *******, ***** on *** *** ****** him ** *** ***** place)

*********, * ***** ******** what ********, ****** **** the ******** *** **** to ** ********.

*** ******* ****** *** CA *****

*** *** ** ***** where *** ******** **** place? *******, *****, ********?

****’* **** ** ** work, ****’* **** ****** until ***** ** ******* employee *** ******* ** and ***.
****** * ****** ****** member **** *** **** were ******** ***** *** disoriented **************, **** ****.

*** *********** ********** #*!

**** ** ** ****** on **** *** ******** with ****?

**** ***. *** *** gonna **** ***.