Employee who won't come to work?

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b1uecee	If this person can prove they are sick and provide a sick note from a doctor then you don't have a leg to stand on. Got to be careful because if this person has worked for you for more than a year then its harder to fire. Sorry to hear of your problem and hope its resolved soon!! Was this answer helpful to you? Yes / No

trailhiker08	These is a step process for removing someone from there job, if this empolyee has a doctors notice then it would be very hard to prove she is not under stress, also are you her boss? if not then stay out of it, maybe it's you that are causing her stress, let your HR dept. handle it, you can get yourself into trouble by sticking you nose where it don't belong, employee gave right that why you have a HR dept. Was this answer helpful to you? Yes / No

kapn	What are your attendance guide lines.........if you don't have any........you shouldn't be in business. If she misses so many days..........she is fired........right........attendence policy...........hope you got one. Was this answer helpful to you? Yes / No

mass	talk o both seperattely and one after anotherr and u will yourself know what is wrong. You have to assure that u will do professional justice to both of them... You can never say who is wrong Was this answer helpful to you? Yes / No

shipwreck	Consider offering her a different boss. Stress isn't a disability and you can't prove what causes stress. Not being able to handle a stressful job isn't a disability. If she can work for another boss she is clearly not disabled. If she is mentally disabled she would need to prove she was sane before she took the job. Was this answer helpful to you? Yes / No

look at yourself	If you are not paying her, fill the position due to excessive absenteeism If you are still paying, suspend her indefinitely and fill the position. . Was this answer helpful to you? Yes / No

Weezilmom	Is this staff member thinking about filing a workers' compensation lawsuit claiming stress on the job? As other posters have mentioned, document everything. The employee might also claim she was fired for no reason (yes, that has happened in the past). She will basically have to prove that she is unable to do her job (or any other job) due to stress from her supervisor, and will have to have medical reasons. She might claim emotional stress, too. document. List the pros and cons of her continued working. If she is over her time, can't provide a medical reason (note from doctor), and there is enough evidence in her record, then terminate her. Was this answer helpful to you? Yes / No

♥ тнє σяιgιиαℓ gιяℓfяι∂αу ♥	Fire her. Was this answer helpful to you? Yes / No

Wounded Duck	Immediate termination. Was this answer helpful to you? Yes / No

There you are∫	Does this employee have FMLA? If this employee does not file and prove they have an actual disability (mental or otherwise) then fire them. You seem unsure to believe her. It's ok. You don't have to believe or disbelieve. You just have to see the FMLA paperwork in your hand. You can still terminate her for bad job performance while on FMLA. if she shows up for work while on FMLA, she needs reasonable accommodations to allow her to work- but if she shows- she must be able to function as the job requires. (but you need to be careful on the grounds in which you fire her while on FMLA or you might be sued in a heartbeat) If she does not show- then she is saying "I can't function" which is ok under FMLA- but she is only allowed so many hours of FMLA out of work in a calender year. Treat her fairly, treat her like everyone else She does not have to be present at work to be fired. It's Job abandonment when she refuses to show without the help of the FMLA As the other posters say :DOCUMENT. Was this answer helpful to you? Yes / No

michr	what is the companies policy on absenteeism........ and changing the work schedule without management approval? document the absences and if you have already tried counseling to improve performance then terminate. (progressive discipline is not mandated by law but is generally the best way to proceed with any performance issue). the reasons for absences are not relevant if they are excessive that alone is cause for termination without any concern of recourse by the employee. if an employee can not perform the essential duties of the job you do not have to keep them. a doctors excuse does not effect anything, Title VII and the ADA do not protect an employee's job if absenteeism is an issue. FMLA may be an issue if the employee and the business are covered by it, in which case the absences if medically valid could be covered by the use of FMLA leave time. the employee hiding out does not matter they don't have to be there to be terminated. it would be good for the employee to come to work and instead of loosing their job develop a plan to improve the attendance issue. there is no law to ensure that will happen. Was this answer helpful to you? Yes / No

frank r	document document document. Then review. Does anyone else have a problem with the boss? Is there another place for the employee to work? If the above don't work then termination is the next step. Was this answer helpful to you? Yes / No

BELLE	fire the lazy nuthead Was this answer helpful to you? Yes / No

googie	Make sure you have a personnel file on her with a complete history, when she stopped working, the reasons given, the calls to her requesting her return, some instances of the quality of her work which are substandard, her discipline record for sure. In the event you dismiss the employee, cover that base very carefully and completely. Was this answer helpful to you? Yes / No

leysarob	Terminate her. Make sure her file is documented with her failure to report. Next time ... don't give a bad employee so many chances. Three times missed work and let 'em go! Was this answer helpful to you? Yes / No