HUMANRESOURCESSERIES:ADDRESSINGPERFORMANCEISSUES

Part 3 of 4

Joanne Rinardo

IN PART 3 , MS. RINARDO EXPLAINS HOW TOADDRESS PERFORMANCE ISSUES WITH ANEMPLOYEE.

Performance Issues

Complaints from Others

Excessive Tardiness

Stealing

Content Outline:

PERFORMANCEISSUES

Your new employee has been working at yourcompany a couple of months and issuescontinue to arise about their continuous mistakes:

Determine if the mistakes are due to a lack oftraining or lack of understanding of what isexpected of them.If it is training and you are satisfied with the rest oftheir performance, provide additional training.If the issues are because they cannot grasp thebasics of their job, you might need to replacethem. This is especially true if their errors createa liability for your business.

COMPLAINTSFROM OTHERSYour employee's performance is fine, but they arerude and disrespectful to other employees orclients.

How a patient or client believes they are treated caninfluence if they will pursue litigation.

As soon as you get a complaint, speak with the employee about theparticulars.If complaints continue or you have first-hand experience of thembeing unprofessional, it might be in your best interest to terminatetheir employment. Remember from Part 2 that Louisiana is an "atwill" state.

EXCESSIVETARDINESS

When an employee comes in late or takes extended lunches, actions

need to be taken.

After only a few instances, review with them the time their work day

starts. Record the conversation and place it in their file.

If the tardiness is a result of medical reasons and you have 15+

employees, consult with HR or your attorney for future advice since

they may be eligible for ADA accommodations.

They are doing a good job - when theyare there!

STEALING

This can include inflated hours or using company time for an outside job.

Reconvey the importance of accurately recording time.

Record the conversation in a memo and have the employee sign the memo for their personnel file.

Stealing Time

Stealing SuppliesIf an employee takes items for personal use, the value and frequency should be taken into

consideration.

Small office supplies should result in a verbal warning while expensive items, such as computers,

could result in termination.

Stealing From Co-Workers and/or clients/patients

If proven true, anything more egregious than taking something inconsequential should be dealt with

swiftly. Employees who steal an item of value should be terminated.

Police can be contacted and a report made for insurance claims. This will help in defeating a claim

for unemployment pay.

NEXT IN THE SERIES:ADDRESSINGPERFORMANCE ISSUES

Joanne Rinardo504 593 0616jrinardo@deutschkerrigan.com

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