Staff Member Awol

[JBW1366]

I wonder if anyone can help - we had a member of staff - go awol and not follow correct policy.

But this is just a long line of small misdemeanours, that have been committed some of them involving members of the public. We have this staff member coming in for a wellbeing chat today - what can we say and do - basically we want to put them down a peg or two and tellthem who is boss - as they are constantly putting stuff on social media etc which we have seen. Help please

[Redhelen72]

You are going in with the wrong attitude if you are trying to take them down a peg or two!
You need to stick to facts and tell them what rules they have broken and the fallout of breaking those rules.

[drmorgans]

Has the previous behaviour been challenged? If not then, it has (tacitly) been condoned and will be difficult to take action against. "... put them down a peg or two ..." probably doesn't appear in the Human Resources handbook. Will you have a HR person there? If you're not careful you could have a wrongful dismissal case taken to a tribunal.

[bobbinwales]

How long have they worked there.if less than a couple of years you can just give notice&get rid if that's a god outcome. But tobe fair to them you should go through warnings and tell them what your expectations are

[Bobbisox1]

It’s odd that someone having staff doesn’t know how to deal with work ethics ,
Maybe better if you read up on the do’s and don’t of dealing with before saying anything to the person concerned

[johnny.5]

is it good stuff on social media ?

[Prudie]

Agree with above. The fact that you call it a 'wellbeing' meeting, which is so right on with the HR brigade, and use the term 'AWOL' suggests your company has proper HR policies and procedures and these must be followed, including how to manage these meetings. Prove when this staff member was told the rules on social media use, were they told the effects of going AWOL? drmorgans is right, make sure you don't incur a risk of legal action.
And I'm afraid you've not been officially allowed to take people down a peg in the workplace since the late 70s :-)

[JBW1366]

Thank you for your help - I fully understand where you are all coming from - and we speak to them and ask if there are any any factors that are impacting on their work and if we can help.

We do want the best for them - but actions impact on the running of the place of work.

I will take on board on all you points

[johnny.5]

on a serious note

you really need to discus their well being as many people )especially younger)are really finding it hard to cope at the moment
covid and its restriction and scare stories stirred up by the media have made a massive negative effect on their perceived futures
if they are good at their job please be patient with them as there are a lot of jobs out there and not many people to fill the vacancies

[Peter Pedant]

do you really mean ay-warl?
away without leave? - tell him he wont be paid and that he is danger of being laid off

tell him work is off limits for social media

agree v strongly with post no 1 - you have to tell him where he is going wrong before anything else - he may not know it !

[bednobs]

or she. Women can be *** too :)

[AuntPG]

// It’s odd that someone having staff doesn’t know how to deal with work ethics ,//

oh here we go AB paranoia...........

[Peter Pedant]

yeah sozza apolz - they - I havent quite woke up
hur hur hur

[AuntPG]

You can't use a wellbeing interview to 'bring them down a peg or two'. Thats not good management. Talk to the person and ask then why they are reacting how they are. Also remind them that anything written by them about the Company on social media has been seen, and suggest they remove it and stop writing things about the Company. Also make it quite clear to them what may happen if they do not comply.

[JBW1366]

Thank you all for your help