Another update from the Jungle…. 
Once upon a time there was a diligent manager named Vera who decided she needed an assistant. After an arduous interviewing process, she hired Sandy who showed poise during the interview, enthusiasm for the opportunity, and who had years of experience. They agreed that Sandy’s regularly scheduled hours would begin at 8 am.

Sandy began her new job by organizing Vera’s messy filing system. The paper clutter went away; the electronic files could be navigated easily. Vera was overjoyed. It was like a fairy tale ending to the quest for an assistant. But Vera forgot that bad things happen in fairy tales before the happy ending.

Sandy couldn’t seem to get to work on time. After a week of running at least one hour late, Sandy admitted that she could not get to work by 8 am. She wasn’t a morning person and she was helping her widowed mother who had many health issues. Sandy said she could get to work by 9 am, so Vera agreed to change Sandy’s schedule.

Sandy never made it to work a single day by 9 am. She’d show up at 9:30 or 10 am. Vera scheduled another meeting to discuss attendance and told Sandy to pick a time between 8 am and 9 am as a start time. Sandy said she wanted to start at 9:30 am. Vera refused because company policy required employees to begin their work day at any time between 7 am and 9 am. During the entire conversation, Sandy rolled her eyes, heaved indignant sighs, and checked her smart phone. Sandy finally agreed to 9 am. The next day, Sandy was a no-show at 9 am.

What are Vera’s options?

1. She can put a fairy tale witch’s hex on Sandy so that the woman never works again.
2. She can instruct the HR department to terminate Sandy’s employment immediately based on insubordination and chronic tardiness. She can still personally do the hex thing.
3. She can ask the HR department to confirm the progressive discipline steps that must be followed before firing an employee.

In the actual incident, the employee quit before she could be fired for cause. (No hexes were invoked.) If your company is struggling with similar issues but lacks the HR staff to assist managers, Corporate Compliance Risk Advisor can help. Corporate Compliance Risk Advisor can create HR policies that are appropriate for your company’s size and then serve as a resource to your staff as the policies are implemented.

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