Comments on: Employment Dilemma – The #1 Reason for Firing…

By: Millicent St. Claire

Millicent St. Claire — Tue, 10 Nov 2009 14:05:29 +0000

People make the time to do the things they want to do. If being at work on time is a priority, then it will happen. If its not, then it won’t. Its a matter of priority, attitude and habits, of course.

I invite the tardy crowd to play role reversal and ask themselves, “If I were the owner of the company and folks were late on a regular basis, would I be willing to pay for performance when the clock was ticking and no one was present?” Please. If the answer is yes, then not only would that be ridiculous, it would mean that that person wouldn’t be in business for long!

By: Marja Lee Freeman

Marja Lee Freeman — Fri, 18 Sep 2009 18:04:42 +0000

Absolutely, Barbara. The one thing employees notice is a vacant chair. Nobody likes the term “late” — because late implies lazy. As you said life circumstances should always be considered first. However what the employee could do to minimize the situation is to talk with the manager directly. It’s when you hide things that it gives people more opportunity to speculate on what they THINK may be going on.

Thanks for your reply.

By: Barbara

Barbara — Tue, 08 Sep 2009 17:19:07 +0000

I agree with your answer. Employers have the right and obligation to intervene when there are disagreements and performance issues. These situations can be resolved in the forms of conflict resolution techniques, employee assistance program, or training.

An employer may understand a missed bus or oversleeping on a very infrequent basis. However, to intervene to resolve repeated tardiness or absences, an employer may have to step into the “personal” realm and deal with an employee’s “personal” issues. The employer, who has probably given several warnings, may not want to get involved at that level.

More than anything, an employer wants a DEPENDABLE employee.