Chesapeake & Midlantic | 04/02/15 02:15pm
Does he have a doctors note? If so, no action. If not, has he ever done anything like this before? If not, a verbal warning should be sufficient. If he has gotten several verbal warnings (the exact amount differing according to the seriousness and frequency of the incidents), give a written warning, and possibly suspension. After one or two written warnings and suspensions, you can safely fire the tech.
Two reprimands are in order.
One for the tech for attending the party, one for me for not.
IPVMU Certified | 04/02/15 06:04pm
To me, firing someone is the 'nuclear option'. It has a place, but it is an absolute answer to what might be a temporary issue.
On personnel issues, context is always important. Is the employee a continual screw-up? Are they 'cancer in the clubhouse'? Are they just a bad cultural (business culture) fit?
If so, end things when the opportunity for a clean break is there. (Obvious misconduct, end of project)
If not, then people management kicks in. Dock pay, suspend, demote, run laps, whatever. Manage the misconduct if it is worth the effort.
IPVMU Certified | 04/02/15 07:18pm
Do you have the account in the first place because of this person? Did the customer have a problem with it not closing? If he's just the lead, and not the generator- and it will count against the company for not closing with the client because he was not there- thats not going to look good at all- and he should know this. The only saving issue is if he really was incapacitatedly, explainably ill.
This happened to me, though at a tradeshow. My tech expert for the product had been out partying and was a no show.
I attributed it to youth and somehow got around it.
On it's own, didn't feel it justified firing.
Definitely merits a conversation.
IPVMU Certified | 04/02/15 08:53pm
Firing for me would require more information, background, previous behavior etc.
I would think the client might have had some objection to this scenario though unless someone else finished/closed for the tech in question.
A little more color:
- No doctor's note
- History of not caring / taking the job seriously
- Obviously was not extremely ill since at 6pm he was there at the party
This is an old case from my integrator days but someone reminded me of it.
It's really important that people take their jobs seriously...
It really depends on the technician and what your relationship is.
The Fact that he lied cast doubt on Trust and reliability
I would start grooming a paralell for possible replacement.
I would suspend for a couple of days with out pay , But be carefull not to violate your written policys and give him a letter of discipline. Set policy for the 3 striked your out policy so you have some grip on the situation.