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BKSir -> RE: fired for family issues (11/19/2011 1:28:25 PM)
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quote:
ORIGINAL: defiantbadgirl
In the case of our roommate's ex co-worker, if she missed her shift without calling in, she would be 100% at fault. There are very few valid excuses for a no call no show. The employee being unable to call in because they're in a coma comes to mind.
Agreed. On a no-call/no-show, to me as an employer, that's immediate termination, unless there is one HELL of a good reason. "Oh, got into a car accident on the way to work and woke up in the hospital 3 hours later."... Yeah, that works, in fact I'll probably even come by and see you, make sure you'll be alright. But "Oh, my alarm didn't go off and I didn't wake up until about 2 hours into the shift, so I figured I would just stay home today and not bother calling." Well, guess what. I figured I would just take you off the schedule permanently, you can come in today or tomorrow to pick up your check. Now, if that person has one amazing track record, and this is something outlandishly out of the ordinary, be damned sure they'll get at least a solid discussion about it and be on my shit list for a while.
My industry is extremely time sensitive and needs near 100% reliability and accuracy. Someone being 10 minutes late can put the whole thing off by a half hour or more easily. When catering events, and cooking, 30 minutes is an eternity which can somehow disappear in no time at all. I don't have time for that, and my clients don't give a shit if Joe was late to work. That's my problem, not theirs, and I'd better NOT make it their problem.
In the case of the OP though, it depends on if your state is a "right to work" state or not, and what company and state policies are in place to protect against such things as you described.
Now, if someone tells me in advance they need a day off, well... I'll do my best to make sure the shift gets covered, as long as they also work to find someone to cover their shift. If we can't find anyone to cover it, and it's far enough notice, and a good reason (I want to go to a hockey game is NOT a good reason), then I'll cover it myself or just TELL someone they're doing it instead of asking. Also, when requesting time off, please submit it in writing so I don't forget. I've got a billion things on my mind at any given time... payroll, menus, advertising, accounting, ordering, inventory, product availability, etc... Chances of me remembering that unless it's on a sheet of paper posted to the wall by my computer are slim to nil. If you know in advance, I don't think I'm asking too much of someone to spend 2 minutes at some point to write it down and hand it to me.
Daughter emergency like that though... hm... If they're not making a habit of having "emergencies", I'd most likely not be terribly pleased about it, but would deal with it. I mean, that's their daughter. Immediate family gets priority. Immediate, to me being, Grandparents, Parents, Siblings, Spouse/Partner, Children, Grandchildren. Part of the reason behind that is morale. A workplace with high morale is an exponentially more productive workplace. And if your daughter is in the hospital suddenly with an emergency, your mind isn't going to be on the job anyway. And with the kind of detail I have to deal with, I need my employees thinking about their job, not distracted by something like that. At that point, they're useless to me anyway, and most likely just in the way. So yeah, go take care of your damn family, and wish them the best from me while you're at it.
Essentially, it's a place of employment, not a daycare. I'm not daddy, I'm not mommy. I am understanding of circumstances beyond your control, but I'm not here to coddle anyone. I do my due diligence, and ask that my employees do the same. They're grown-ups, or at least should be. I'd much prefer NOT to have emergencies like that pop up. I'm sure my employees would rather the same. But sometimes shit happens. I deal with it and move on.
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