Employee Issues

[Music Row Picture Framing]

My husband and I have had the same lady work for use now for six years. She's Picture Framed Certified, and doesn't mind part time hours. She has no kids or family, so she doesn't mind working weekends and holiday seasons. Currently she's pulling 25 hours a week. Beign Paid $11 a hour.
Recently she hasn't been showing up to work, claiming her father is in the hospital or she's on her cycle. These excuses are getting old and too often. An now to top it off, she wants holiday pay for the friday and saturday after thanksgiving. Thats the only two days she's working that week.
If you were me what would you do? We really don't want to let her go, but we almost feel like we don't have a choice. We hate to retrain a new employee or try to start trusting someone new.

 

[PaulSF]

Set some very clear requirements as to showing up on time and on days when she's scheduled. And then hold her to it, religiously. Write it up each time she deviates. Tell her exactly how many times she gets to miss before she's dismissed. And stick to it.

In this economy, there are plenty of framers who need jobs. And you need the help. If she isn't there to help you, get someone else. She either needs the job or she doesn't. I know it sounds cruel, but you have a business to run, and that business is your livelihood.

 

[mayos]

Jobs are hard to come by now. Unless you're up against the wall with work, you can probably afford to not meet her demands and let her "walk" if she wants. You're the boss, you're signing the paycheck. In our store, part timers don't get holiday pay. Retail establishments have very few "holidays". Last I checked the days after Thanksgiving are not legal holidays. I could understand giving holiday pay if she worked on Thanksgiving, but if you're normally open those days, it's not a holiday, just a regular business day.

Stick by your guns. She needs to show up on time as you request and play by your rules or find another job.

 

[Grey Owl]

Termination should be the last step. I used to recommend to my clients the following, before termination.

1. Document all problems and issues, in writing.
2. Discuss the issues with the employee, and be clear on what you expect, and when.
3. Discuss the consequences if the employee does not meet these expectations.
4. Ask for their input or comments. {these discussions should be two way, if possible}
5. Say when you are going to review the issues with the employee again.
6. Make a written note of items 2, 3, 4, and 5.

Trying to replace / train someone before the busier holidays might be difficult; however if their behavior is not acceptable, sometimes you need to make the change. The documentation may help to show cause when they file for unemployment. Just make sure there are no potential legal issues that could surface. In some states, the definition of just cause is very specific.

Good luck.

 

[Kirstie]

Next time you have a new employee, have her sign an employment agreement. This agreement should include, among other things, a written statement regarding wages, benefits, paid and unpaid vacations, notification for absences, an employment at-will statement, and so on. With this information clearly understood by both parties at the beginning, there is less room for discussion.

Employees who become unreliable, don't call in absences, and want unreasonable benefits are usually on the way out. OTOH, her wages are not high, so you may want to be flexible. I'd just be careful and remember she works for you, not the other way around.

 

[Paul Cascio]

All of the above suggestions are good ones. From a fairness standpoint, I don't think it's unreasonable to expect holiday pay if she's been working for you six years and the holidays fall on her normal work days.

However, from a "What's in it for me?" standpoint, I would offer that pay only as a holiday bonus, to be paid at Christmas, and contingent on her attendence/perfromance between now and then.

If I need her, you don't want to lose her at this time of year. This gives her an opportunity, and incentive, to stay and to perform better. If it doesn't work, then I can lay her off after the holidays.

 

[BILL WARD]

a loose/loose situation. She's obviously decided(for what ever reasons) she doesnt want to work there, so accomodate her!!!!!!!
1-start looking for replacement--get the shop key back immediately
2-cut her back to 2 hrs/wk and tell her it'll be down to 1hr/week when the new kid gets up to speed--say in 1 week?---that way she'll quit you & no unempl.--and dont let her be there alone.

there are way toooooooo many people who can handle the job and who would WANT the job.
besides, new kid=$7/hr---save ourself $4/hr---go out & have dinner someplace nice!

 

[D_Derbonne]

Part time employees don't usually get paid for holidays.

If she's been a good employee maybe you should sit her down and find out why her behavior has changed.

Only you can decide if she's worth working with or not.

 

[evartpat]

From an employee standpoint:

Have you sat down and discussed the repeated reasons for the days off? Do you know for a fact they are perhaps disingenuous?

Has it been a long time since she has gotten any raise in pay?

I do not condone such behavior if it is because she is trying to get more pay. I have always believed that sitting down with the owner and being upfront and honest is best. But I have known people who are uncomfortable with any form of confrontation (including owners), and resort to such tactics to get their message across.

Perhaps a face to face meeting is in order. If you cannot pay her more, or the holiday pay...perhaps she just needs that explained to her. During these times that is certainly understandable, and if it is truly impossible, then she should be able to understand this. If not, well maybe it is time for a change.

 

[CAframer]

Have you talked to the employee about her changed behavior? Have you explained how it is a problem for you?

Maybe it's dumb of me to think that maybe you haven't, but it's amazing how many problems fester because lack of frank open communication.

 

[Shayla]

I was thinking what Pat and Andrew said, and happy to read it in their posts. What everyone else said is right on the money, of course. But if you have any kind of rapport with her, it would be a good idea to have an open talk about what's going on.

This reminds me of when a lady worked at our shop about six years ago. She was there a couple years and quit, remaining a dear friend of mine still. After about a year, she started doing this thing of getting on the shop phone and carrying on personal conversations lasting fifteen or twenty minutes. Not on her lunchtime. It tied up the gallery phone and seemed like she was suddenly just lollygagging around. Very odd. The lady who owns the shop wouldn't handle it, so finally I asked her what was up. She got emotional and said that, since she hardly ever took her ten minute break, the owner 'owed' her for all those hours it added up to over the past year. She was feeling frustrated about it and started making those long chatty calls as a passive aggressive way of trying to get back at her. She didn't use those words, but that's what it was. I reminded her that her ten minute break was something to use every day, and that if she didn't do it, they didn't accrue to huge blocks of comp time. If she didn't use those breaks, that was her choice, and nothing more. I know it would seem like the phone calls would be her breaks, but after taking none at all and suddenly just grabbing the phone and chatting for twenty minutes with no explanation, it didn't seem like that's what they were.
And it was disconcerting for the other worker who was diligently framing away while she leaned against the wall chatting with her pals.

Once the issue was out in the open, she started taking her ten minute breaks. It was a way of clearing out a lot of pressure that had combusted inside her. Some people are so afraid of a possible confrontation that they let certain things build up inside them until they start bursting at the seams. I tend to be this way and have realized over the years that not handling things in the first place is what makes them so huge and combustive later one. I try to be brave and deal with it right away, sometimes failing spectacularly and sometimes with great success. The longer I do it, the less scary it becomes to do.

The only other thing I can think of that might hinder this effort to communicate is if there's some complicating factor that makes open communication a no-go between you. If she feels like you underpay her, take her for granted or are unwilling to consider the perspectives of others, whether those perceptions are valid or not, she might not feel safe enough to open up. The only thing I can think of then is to state intention. To try to talk with her, and if she doesn't open up about it, you could say that you know the situation isn't working for either one of you, but that your hope is that it can be resolved in a way that both she and you will feel good about. If you say that, and show your willingness to work together, hopefully she'll respond well.

It's wise to do the things the others suggested, but if you can manage to communicate and restore a sense of goodwill between the two of you, these conditions will be seen as mutual safeguards rather than as punishments.

 

[DVieau2]

claiming her father is in the hospital or she's on her cycle. These excuses are getting old and too often................

Do you think she is not telling you the truth?

You should also know the exact number of days she has missed work.

It's all a matter of degree and it's hard core to fire someone who is sick or having a crisis.

Good Luck
Doug

 

[Maryann]

I go against the trend and pay my part timer holiday pay. She normally works two days a week and one of her scheduled days is Monday......many holidays fall on a Monday so I pay her if we're closed. It would be a real hardship for her to have her pay decreased by 50% on a holiday week. (She's a full time student). It's one of the few benefits that I can give her and it's not a big deal.

On the other hand, I don't consider Thanksgiving Friday and Saturday holidays.

 

[Music Row Picture Framing]

Frustrated

Thank you all for your comments...One fact I didn't tell in the beginning was our framing business was run out of our home for four years before we actually opened a store front. When the business was out of our home we were flexiable on hours and we only paid her $9 a hour back then. Once the store opened and her hours were set to every Tues and Thurs, then one extra day depending on work load, we moved her up to $10 a hour.
She now is asking for $11 a hour and then holiday pay because we need her to work the friday and saturday after thanksgiving (we are going out of town). I don't believe we should pay her anymore per hour, nor holiday pay. She keeps saying we couldn't get anyone with her experiance in for less then $14 a hour. Well yeah she is certified, but her quality isn't showing that lately. I don't know I'm really just frustrated with her right now. I really like her, she fits well with the family, but sometimes business comes before friendship right?

 

[Music Row Picture Framing]

Do you think she is not telling you the truth?

You should also know the exact number of days she has missed work.

It's all a matter of degree and it's hard core to fire someone who is sick or having a crisis.

Good Luck
Doug

Yeah We've tracked her cycle excuses and they just don't calculate properly. I mean some are only 12 days apart, others are 40 days apart. As far as her Dad, this last time she used him as an excuse. Her husband called wanting to talk with her. It just didn't add up. I mean I hate to hear anyones family member is ill, and I don't wish anything negative on anyone. Its just a really heartless excuse.

We've talked with her about the adsent days and she's done better, but seems angry. We've also talked with her about cutting glass too short, not balancing windows, or keeping the quality up that we expect and our customers expect. We are just really frustrated.

 

[CAframer]

Yeah We've tracked her cycle excuses and they just don't calculate properly. I mean some are only 12 days apart, others are 40 days apart. As far as her Dad, this last time she used him as an excuse. Her husband called wanting to talk with her. It just didn't add up. I mean I hate to hear anyones family member is ill, and I don't wish anything negative on anyone. Its just a really heartless excuse.

We've talked with her about the adsent days and she's done better, but seems angry. We've also talked with her about cutting glass too short, not balancing windows, or keeping the quality up that we expect and our customers expect. We are just really frustrated.

If you are frustrated you must have let this drag on too long and/or not dealt with it on a straightforward business basis.

It is very simple:

• Clearly articulate expectations.
• Measure performance against expectations.
• Apply corrections if necessary.
• If no improvement clearly articulate consequences
• If still no improvement execute defined consequences

It's not personal, it's just business.

Lots of small businesses get their knickers in a complete twist when dealing with employee issues because they allow personal life and business to become intertwined. Perhaps that is what has happened here? (You talk about the employee being a good fit with the family etc.) If so it's time for a reset. Have a good open dialog. Listen as well as talk. Document the agreements reached. And then move forward on a purely business basis.

Business is much simpler when it's not personal!

 

[Rick Granick]

I agree with Andrew. It's hard to know what's really going on, but it sounds to me like she's burned out. If, after having a sincere conversation with her, you determine that this is the way things are going, take Bill's advice:
1-start looking for replacement--get the shop key back immediately
2-cut her back to 2 hrs/wk and tell her it'll be down to 1hr/week when the new kid gets up to speed--say in 1 week?---that way she'll quit you & no unempl.--and dont let her be there alone.
I would also add the caution that you immediately protect your customer list if she has access to it on paper or on computer. Take the further step of adding a few names with addresses that go to close relatives of yours. This way, if your list were stolen and used for a mailing you would know about it. This is one of your most valuable assests, and you can't be too careful.
:kaffeetrinker_2: Rick

 

[evartpat]

I will start off by saying screwing up because your angry at your employer is wrong. That being said...

She worked for 4 years with NO raise, then got one when you opened the store front, what, 2 years ago? Now two years later she asks for another? That is not unreasonable. I think 2 dollars over 6 years is pretty darn good for you, downright insulting for her. I am surprised she went the first 4 years without asking.

Now the holiday pay is a strange request. That is just not found in this business much.

I imagine the course now would be to reduce her hours and maybe she will be smart enough to quit. Meanwhile hire the replacement for alot less money and use that money to go out to dinner as was suggested in an earlier post. A replacement should be easy to train since, as it was brought up in another thread, picture framing is not "rocket science".

 

[imaluma]

From an employee standpoint:


Has it been a long time since she has gotten any raise in pay?

It does seem odd to me that she would only be making 11 an hour after six years.

 

[JRB]

This is not rocket science, if you like her and her work, you can trust her to look out for your interests while your out of town, what the heck, accommodate her. Is your shop making money? Is your shop losing money? If your losing money, you can not afford her, or your trip out of town, get rid of her. Don't hire anyone else until your making money.

Tell her you will give her the $176.00 for the two days. Tell her to stop screwing around and start being there when she is supposed to be.

There may be a whole lot of framers looking for work in Hermitage Tennessee, but can you trust them?

She gets a day off to look after her dad, then her husband calls looking for her?
Perhaps she is having an affair that is not going too well, that would explain the anger and the sloppy work.

While she was producing, you were getting a heck of a deal, not so much of a deal anymore, it sounds like.

I have one employee, what I primarily expect from her is getting the job done. I don't care if she takes a day off or not. I don't care if she takes a week off, as long as the work gets out in a timely manner. She does do that. I pay her considerably more than you are paying your employee, I provide full health coverage as well. It's a great arrangement for both of us, she does her job, I give her money, everyone is happy, most of the time.

John

 

[Franchesca]

My husband and I have had the same lady work for use now for six years. She's Picture Framed Certified, and doesn't mind part time hours. She has no kids or family, so she doesn't mind working weekends and holiday seasons. Currently she's pulling 25 hours a week. Beign Paid $11 a hour.
Recently she hasn't been showing up to work, claiming her father is in the hospital or she's on her cycle. These excuses are getting old and too often. An now to top it off, she wants holiday pay for the friday and saturday after thanksgiving. Thats the only two days she's working that week.
If you were me what would you do? We really don't want to let her go, but we almost feel like we don't have a choice. We hate to retrain a new employee or try to start trusting someone new.

Let her go...or better yet, let her quit.
Keep in mind that it will cost approx. $2000 to get someone trained to the skill that she is now.
Part-time help does not get benefits in any workplace.
As an employee, I would expect $8 per hour in the beginning but at least a dollar raise every year as I made myself more valuable to you.

I don't envy your position.
Good luck!

 

[dougj]

I don't believe we should pay her anymore per hour, nor holiday pay. She keeps saying we couldn't get anyone with her experiance in for less then $14 a hour. Well yeah she is certified, but her quality isn't showing that lately. I don't know I'm really just frustrated with her right now. I really like her, she fits well with the family, but sometimes business comes before friendship right?

Sounds like there are bad feeling on both ends.
Let her go.
Things and feelings will never go back to the way they were and will continue to build untill someone explodes. BAD BAD.

 

[DB]

Lots of good points here. It does sound like burnout to me, and if that is the case then start looking for a replacement. However, passive aggresive behavior does not belong in the workplace, either on the part of the employee OR employer. One of the biggest mistakes I made as an employer was to be too quick to point ourt problems and too slow to praise. I rewarded good employees financially, I gave regular raises, great bonuses, paid sick days and vacations, etc, but employees need to hear your appreciation too. Once someone burns out,, there is almost never any turning back. I think you MIGHT have a chance to save this if you want to...you pointed out several good point to us here, but have you shared those thoughts with your employee?

Meet with her face to face. If you can afford it, offer her a maybe an extra $100.00 to work the weekend for you. Tell her everything you like about her as an employee first, then explain what you have seen as a decrease in performance lately. Explain that the extra $$ for the weekend is to show appreciation for past performance and years of service. Tell her that you expect things to right themselves immediately, otherwise you will take that as a sign that she is working too much and you will cut her hours and find another part timer.

Let me just add, though, that sometimes having an unwilling body is worse than having no one at all. You might want to ask her flat out if she still enjoys her job. You may decide after the meeting that it will be best to cut her loose immediately. Don't let her hold the holiday weekend over your head. If things are that bad, if they have gone too far already, then just make the decision to close for the weekend and take the breather. The shop will not fall into ruin, and you won't spend the weekend wondering if she showed up.

Don't waste any more time worrying about it. The time for a meeting is NOW. Meet the problem head on and prepare yourself to deal with the outcome. Stewing about it will only fester bad feelings all the way around.

 

[Music Row Picture Framing]

She worked for 4 years with NO raise, then got one when you opened the store front, what, 2 years ago? Now two years later she asks for another? That is not unreasonable. I think 2 dollars over 6 years is pretty darn good for you, downright insulting for her. I am surprised she went the first 4 years without asking.

Oh no she started at $7 a hour and worked her way up through the years.

 

[Music Row Picture Framing]

Thanks to all

Thank you for your points of view (from employee and employers) it has been eye opening reading them all. My husband and I are going to discuss this between ourselves, make a list of what we want to ask, make a list of her good and bad points. We also are going to make a employee expectation sheet explaining what we expect from all employee and what we won't tolerate. Then have a talk with her (not during business hours) concerning all points.
Now I'm off to making those list.:kaffeetrinker_2:

 

[Ylva]

My husband and I are going to discuss this between ourselves, make a list of what we want to ask, make a list of her good and bad points. We also are going to make a employee expectation sheet explaining what we expect from all employee and what we won't tolerate. Then have a talk with her (not during business hours) concerning all points.

I am not sure if you and your husband are planning to discuss these points with her together. She might feel a bit crowded and very defensive if you do.
I don't think her request for the pay raise is unreasonable but her request for holiday money when Friday and Saturday are not part of Thanksgiving (at least in retail) seems odd.

Talk to her, find out what really is going on and then make your decision.

 

[Music Row Picture Framing]

We have another employee that only does Ebay auctions for us, so we plan to have an all employee meeting. That way everyone is on the same program and understanding of how things will work for now on.