How do you handle an employee that refuses to travel (a known job requirement) due to lack of childcare?
Q. There is a project that requires several trips over the course of a two month period. The employee has "blacked out" 5 weeks that they are unable to travel due to lack of childcare which will cause major project delays. Specific meetings have not been scheduled so the employee has not outright refused travel but we would like communicate that lack of childcare is not an acceptable reason for not traveling. All meetings are scheduled with a minimum of two weeks notice so adequate time is being given for arrangements to be made on the employee's part.
Asked by MATHR - Thu Jan 31 21:15:21 2008 - - 5 Answers - 0 Comments

A. Please tell me you have a written agreement in your employee manual that states 'travel' is a mandatory requirement for the position? Let's assume you do, which makes your job easier (not pleasant). Inform the employee that they did indeed sign the employee agreement and understood that travel was a mandatory part of accepting the job. If they can not fulfill their commitment of travel when needed, then you give them their walking papers and wish them good luck. It's not pleasant terminating an employee, but when it is stated (in writing) prior to hiring what is mandatory and the employee for whatever reason decides to not follow the requirements to keep the job, it's best they find employment elsewhere.
Answered by G N A - Thu Jan 31 21:23:33 2008

What is the difference between indefinate suspension and firing an employee?
Q. My boss tells employees to look for another job whenever she feels she has been challenged or simply does not like that employee. most do quit, but a few try to work through the problems. She does not want to cause the hospital additional costs, so when an employee refuses to quit, she suspends them indefinately. Does this mean that the employee cannot collect unemplyment or Cobra benefits?
Asked by Mel - Sat Apr 11 09:33:28 2009 - - 3 Answers - 0 Comments

A. Indefinite suspension. An indefinite suspension is an adverse action that takes an employee off-duty until the completion of some ongoing inquiry, such as an agency investigation into allegations of misconduct. Agencies usually propose indefinite suspensions when they will need more than 30 days to await the results of an investigation, await the completion of a criminal proceeding, or make a determination on the employee's medical condition. Indefinite suspensions are 5 CFR Part 752 adverse actions requiring a 30-day notice period with pay. This means that 30 days after an indefinite suspension is proposed, the employee will no longer be in a pay status until the completion of the investigation, completion of the criminal proceeding, or… [cont.]
Answered by unknown - Sat Apr 11 12:16:51 2009

How do you catch an employee that you believe is steeling cash?
Q. The cash drawer is always short around $10.00 when a certain employee is working. We have no cameras and she opens alone in the mornings and has access to the cash. All employees use the same register and we only have 4 workers a day.
Asked by Patti B - Sun Jan 20 02:58:18 2008 - - 5 Answers - 0 Comments

A. Without catching the thief "red handed" it will be difficult. You mentioned that the "drawer is short" so you may already be using a POS system instead of a cash register (if you arent you can start there). Some other things to try besides camera & POS: - Reconcile your cash drawer after every shift instead of at the end of day - Work a shift with the offender and watch them when they don't think you are - Enlist an employee the offender works with to watch him/her for you. -Talk to them. Let them know you have noticed, see if anything changes. - Set up a "decoy camera" to make the theif beleive they are being recorded. Good luck!
Answered by Eric N - Sun Jan 20 03:08:02 2008