Cold heart or give a second chance?

[daycare]

I recently had to let go of an employee. Don't want to get into why.

Well I hired a new person that has only worked 2 shifts so far. They are in the process of training.

Before I hired this new person, I made it very clear that the first 90days will be a probationary period and that we can let you go for any reason during this time. I said if I were to offer you the job is there anything that you would need to take care of before starting, if so, when could you start? I want you to be ready to rock and roll as soon as we hire you, so lets get anything else out of the way if possible. They said no, nothing, they could start right away.


I explained very well into detail that calling off or coming in late is not acceptable in this line of business because it could cause me to be over ratios or such. I do understand that things may happen and you will need to call off a shift, but it is expected that you give as much notice as possible and that if calling is frequent we will let you go.

I defined frequent as more than 1 time a quarter. I told this person, please think about this, please do not accept this job if you know you will not be able to accept the responsibility of being here on time every day and only calling in when you really need to. I also explained that I don't have other employees sitting by the phone waiting for me to call them to come in when someone calls off, it really puts me in a bad place. Well this person said they were up for the challenge and wanted to move forward.

THe employee can not work with the kids yet until the background clears, so they are currently filing, organizing, shadowing me with the kids and etc. Only on the schedule only 2 days this week. They worked Monday and was supposed to work today, but called off saying that their great grandparent passed away. They did give me a notice last night.


I guess I am having a cold heart. If you knew you had to work this friday and your grandparent was ill, why would you not tell me sooner that there was a chance you would not be able to come in? I am really really trying not to judge here, I don't really know what happened. I feel horrible that this happened to the new hire, but I just can't help to feel jaded about it.

only 3rd shift and they already called off. BOth my past and current employees have not called off in probably over 6 months to 1 year.

Do I give a second chance or let go? TO me this is a really shaky start with what should be the time the employee is making every effort to put their best foot forward.

[jenboo]

i would give them another chance in hope that they were telling the truth. Maybe they feel horrible that this happened right when they started a new job? Maybe the death was totally unexpected? I would at least give them another week so you can get a better feel for them.

[daycare]

i would give them another chance in hope that they were telling the truth. Maybe they feel horrible that this happened right when they started a new job? Maybe the death was totally unexpected? I would at least give them another week so you can get a better feel for them.

do you think it would be unfair of me to say this.

I am very sorry for the loss of your loved one, however, as a business, we must always continue to strive for excellence in all that we do.

Our Employee policies state that you will be on probation for the first 90 days of your employment which during this time we will be monitoring your attendance and evaluating your performances.

Please do keep in mind that should you be absent again during this time, we will have no choice but to let you go.

too harsh?

[jenboo]

do you think it would be unfair of me to say this.

I am very sorry for the loss of your loved one, however, as a business, we must always continue to strive for excellence in all that we do.

Our Employee policies state that you will be on probation for the first 90 days of your employment which during this time we will be monitoring your attendance and evaluating your performances.

Please do keep in mind that should you be absent again during this time, we will have no choice but to let you go.

too harsh?

Yes, I would just let it go. Deaths are one of those things totally out of our control. They are already hard to deal with. I understand that work and attendance are very important but how would you feel in their shoes? You just started a new job which is already nerve racking. You have to call out your first week because your loved family member died. You feel horrible for calling out. You are emotional. Then your boss guilt trips you because you missed work.

I would just let it go this time. If they call out again, then fire them or have a talk.

[daycare]

Yes, I would just let it go. Deaths are one of those things totally out of our control. They are already hard to deal with. I understand that work and attendance are very important but how would you feel in their shoes? You just started a new job which is already nerve racking. You have to call out your first week because your loved family member died. You feel horrible for calling out. You are emotional. Then your boss guilt trips you because you missed work.

I would just let it go this time. If they call out again, then fire them or have a talk.

I guess to me it all just sounds odd. the new hire text it to me instead of calling in, they contradicted themselves and it all just sounds weird. I guess I am just jaded....

thanks for your feed back.

[jenboo]

I guess to me it all just sounds odd. the new hire text it to me instead of calling in, they contradicted themselves and it all just sounds weird. I guess I am just jaded....

thanks for your feed back.

Well my opinion is just from the facts you stated. I don't know if they sounded sincere or not... They could totally be lying but I don't know... They could also be telling the truth.

[Josiegirl]

I agree with JB; I'd give them the benefit of the doubt. Life throws giant wrenches like this sometimes. If something else comes up though....

Texting instead of calling is something lots of younger people do. As far as the contradictions you noted, we have no clue. Maybe ask the new worker what she meant?

[snbauser]

I guess to me it would depend on how I felt about their attitude and job performance to this point. It would also depend on whether she knew her grandma was ill or whether it was a sudden death. If she was ill and I was happy with the other aspects, I would probably address it as there needs to be more open communication so that you are aware that something could happen. If she wasn't ill, then there isn't much she could have done to let you know further in advance. I might also add a clause in my employee handbook that says deaths are excused as long as an obituary or death certificate is produced. This eliminates the "long lost relative" dying as an excuse for missing work.

[daycare]

see I am still torn.

I am the kind of person that will set the tone of the start.

think of it like this......

dcp you just enrolled says oh I didn't bring my check book, my Gpa just died and I have been a mess can I bring it tomorrow? Tomorrow comes and they don't bring it again. What are you going to do. Set the tone and be firm or just say nothing and ask can you bring it tomorrow?

it's not really setting a good foundation to start your relationship off on only day 3.

I discussed this with my lead teacher, she was pretty upset about it and said no way. She should have told you that her GP was sick and gave you a heads up, not tell you the night before. My Lead said, she was scheduled to work 2.5 hours, she really could not come in.....

I did not say much to the new hire. I just said sorry for your loss, please check your email for the new schedule next week.


My lead does not want to invest in anymore time training new hire. She said of course, it's your call, but I am not buying it and I think you should continue to interview for someone else.

[jenboo]

If a new dcp said their relative died and asked to being the check the next day I would allow it. I would give them a second chance. Now if that check didn't show up the next day, I'm adding late charges and the child will not be accepted into care. I would give the parent one chance in this circumstance.

[Unregistered]

You could give her the benefit of the doubt this time. Otherwise known as giving her enough rope. If she faked this, she will quickly come up with something else.

[daycare]

so seeing that everyone said give the second chance, should I at least say this or say nothing

dear new hire

I am very sorry for the loss of your loved one, however, as a business, we must always continue to strive for excellence in all that we do.

Our Employee policies state that you will be on probation for the first 90 days of your employment which during this time we will be monitoring your attendance and evaluating your performances.

Please do keep in mind that should you be absent again during this time, we will have no choice but to let you go.

too harsh?

[Baby Beluga]

Did she know her grandparent was sick? If so, was it something that they were expected to pass from or was it unexpected? Did your new hire tell you what they passed from? I will say that if an employer asked me if there was anything I needed to take care of prior to starting a new position, the health of my family (mom, dad, grandparents, etc) would not cross my mind. Husband and/or child, yes.

I am torn on this. On one hand - go with your initial gut feeling. In my experience those are very hard to change.

On the other hand, I would give the new hire a second chance. Starting a new job is nerve wrecking and losing a family member is as well.

I do want to say though if I were in the employees shoes and my boss gave me the letter you posted above I would resign my position. Especially if she was not lying.

[sahm1225]

I think your note is fine. BUT I would put a stop to texting to call off. It's one of my pet peeves. This is a JOB and you are her boss, not her friend. A phone call would've been more appropriate. I also don't think you should've discussed any of this with your lead since it can cause a bad working environment for the new hire.

My last two cents, go with your gut. Something else is obviously bothering you about this person so send the note and see if there's anything else that isn't working out.

[daycare]

thanks ladies for the feedback.

My lead also has the ability to hire or fire people in my absence.

Thank you for being honest and letting me know that the letter is too harsh.

I am not a very emotional person at all. I don't know some times what is good to say or not. I have a good filter, normally I would just not say anything at all, which at this point I have not said anything other than I am very sorry for your loss.

I agree the text was not ok. I do require my employees to call in, I don't do business by phone in this manner.

I think I am going to just let it slide, but if it happens again, I may just let her go.

I have been spoiled with the employees that I have now and in the past. I have ever only had one issue and it was cell phones on the job, but that is about it.

All of my employees told me that once they fell in love with the school, job and the kids they loved working here and never wanted to hurt the business, so I know that will take time.