#MN #EmployeeIssues #HitAndRun
Hey everyone! So, I had a bit of a dilemma at work recently and could really use some advice. 🤔 Here’s the situation:
I witnessed a new hire at my in-home care company backing into another vehicle as she was leaving her parking spot after training. She then drove away without checking or acknowledging the damage. When confronted, she denied it. 😬
Now, my HR specialist thinks this is an integrity issue if the impact was significant enough to notice. My boss wants to terminate her, citing it as a liability for not being truthful. But I’m torn – what if she genuinely didn’t feel the hit? 🚗💥
As we’re in an at-will state, termination is an option, but I feel stuck on what the best course of action is. Any thoughts on how to handle this delicate situation? Here are some possible solutions I’ve been considering:
– Give the employee a warning and keep a close eye on her behavior going forward
– Provide additional training on parking safety and integrity in the workplace
– Document the incident thoroughly for future reference
What do you think? Has anyone else been in a similar situation before? Any advice would be greatly appreciated! Let’s chat. 💬🤝
She felt it. Her reply wasn’t “no, I didn’t.” It was “no, I don’t THINK I did.”
There’s no reason to lie: you (as in YOU) saw her do it. Let’s say okay, fine, she’s absolutely clueless and didn’t feel it. Do you really want that person driving to client houses? Of course not. This doesn’t even have to be about honesty.
You saw her do it. Either she’s lying (bad) or clueless (also bad.) Goodbye.
Why do you feel bad? You saw her do it.
Don’t need a reason. She is not even out of orientation yet. Just keep it simple and tell her the organization doesn’t think this is a good fit and are rescinding her employment. Have any exit paperwork ready to be signed and walk her out. And watch her drive off 🫤
You saw it happen so we know she’s not being truthful. She could have said it was so light I didn’t think there was damage or something. You don’t need to be feel bad about her dishonesty.
Or even if given benefit of the doubt – as in she did not know she had done that – you saw and told her she did. She could have still done the right thing. This persons integrity is a liability. I don’t blame ur boss for wanting her fired. You can fire her and not even say why. If you feel that bad about it, then just do that.
You fire her or maybe they should fire you … that is what your boss should do since you can’t follow directions and fire her
wait til she does this on the clock…
Are you really willing to told the integrity dice on someone who will be providing in home care to a vulnerable population?
I’m trying to remember the phrase we used when we had to terminate someone who was making some questionable hiring choices.
It was something like “not a good fit for our company’s culture and values.”