Post # 1
Hi all! I need opinions from all the human resources professionals.
I am a supervisor in the healthcare industry. On Monday, one of my employees, whom was already “on discipline” from calling out from work, called out yet again. My superior (my Director) told me I had to write her up and I agreed.
Today (Wednesday) I was informed by my superior that she went to Human Resources about me! My guess is what she always says when she gets written up: that I favor other people, which is completely untrue. She is just a terrible employee – calls out constantly, her work is horrible, etc. She thinks because other people do a good job and get rewarded that it’s favoritism. She lashes out whenever she gets written up (and she had been written up before I was even her supervisor). However, she never went to HR before (my guess is she’s scared since she only needs 1 more write up before she is terminated).
My superior told me this is pretty much par for the course and this is what happens with terrible employees and to just be myself and tell the truth to the HR woman. She told me she’s been in the same boat as me and this happens.
I am really annoyed because I can’t believe the nerve of her after what a terrible employee she is. So my question is: should I bring documentation to our meeting? I have more than enough proof that she’s an awful employee. My co-supervisor thinks I should bring it to the meeting, but not display what I have in front of my employee (since she will be in the meeting, which I don’t appreciate). From an HR professional standpoint, how should I approach this? Should I call the HR woman and tell her I’d like to meet with her separately?
Post # 3
Have you tried sitting down with her and trying to talk about what’s going on or is it way past that? I believe that it’s a shared responsibility that makes a good employee… some of it is on the manager, and some of it is on the employee.
With that said, I would bring all documentation to the meeting, but only use it if necessary. If there a union involved? Where I work if there’s complaints, an HR rep or union rep will always be present at these types of meetings.. precisely to protect the employee.
Post # 4
@NYBride23: I’d bring the documentation of all her write-ups, including the ones from before you.
My Darling Husband had an employee go to HR when he was very close to being fired. It’s apparenty pretty common. I wouldn’t worry!
Post # 5
@NYBride23: No, I don,t think its necessary to meet with the HR secretly. If you have documentation, bring it. More evidence, the better. Your superior is correct.
By you meeting with HR secretly doesn’t look right, to me it would seem as if you are trying to prove yourself too much when you don’t have too bc as you state you have more than enough evidence to show shes a crappy employee.
Post # 6
@canarydiamond: I totally agree the responsibility is shared, but in this case, I have tried SO HARD. Her supervisor before me was like her friend, not her boss, and when that supervisor stepped down, she wouldn’t let go of the fact now she has me whom is very direct and likes to get the job done. I know she feels like I micromanage, but that’s only because these employees whom were under this other boss think they can do whatever they want because that is what they were accustomed to – it’s so obvious – even my boss says so. And my co-supervisor has issues with the people she took over from this ex-supervisor as well. It’s really across the board. This group of people went from a very lax boss, to a very direct boss (my co-supervisor has the same managemet style as me) so it’s been a very hard transition for them but they refuse to let go. In fact, this particular employee had told my supervisor her mind was made up about me before I even took the position! So while I agree to some extent that yes, it is on the supervisor, I have tried, and yes we have talked but she won’t let it go. Even my boss said this won’t be resolved until we can terminate her. And no to answer your question there is no union involved.
@BrandNewBride: I don’t have access to write ups before me, but HR will obviously have them and I plan on bringing that up in my meeting. That her calling out was addressed before I was even in the picture.
@Daizy914: Yes, you may be right that it may look shady to meet with her separately – I didn’t think about it like that. Such a good point! So I will bring my documentation, but then do I just tell the HR woman that I would like to review after the meeting is over? Or while my employee is in the room? I feel like she will hit the roof, but that’s not necessarily a bad thing. She is EXTREMELY unprofessional when she’s upset.
Post # 7
I think someone in HR should talk to her about the issue. She may be chronically ill or severely depressed, who knows.
Post # 8
@NYBride23: Bleh, sticky situation! Probably a good thing there isn’t a union – it would be much harder to fire her with one.
I would probably see how this meeting goes, and then have one more talk with her to see if maybe this is the wake-up call she needs and she decides to become reasonable. It sounds like she needs some micro-managing vs. you micro-managing her for no reason. Ugh!
Post # 9
I don’t really see the point of hiding them if you bring the docs.
I think it would make me upset to suddently find out how much documentation was done on me (in a disciplinary meeting no less!), especially if I was close to being let go, I suppose.
But maybe what I’d do in your shoes is email the HR person and let them know you’ll be bringing docs with you, in case the HR person wants to review them with you after the meeting.
The employee has the right to know you have records of her behavior, so if it comes up in the meeting just acknowledge you have records of past performance and leave it at that in front of the employee.
Post # 10
@canarydiamond: I do micro-manage her, I won’t deny that, but she needs it. And it’s not just her, either. This staff was living on Easy Street with this old supervisor, and now it’s been a shock to their system. Every employee is required to do 50 accounts a day (which is easy!) and she does 25. How is that far to the great employee I have that does over 50 a day?
@CakeyP: That is a great point – my co-supervisor said the same thing. To call the HR woman before hand and let her know I am bringing documentation.
Post # 11
@NYBride23: no, review them while the employee is in the room. Lwt HR see how unprofessional she is. You want her to make a fool of herself. It only helps build your argument. I work in Manhattan and i work very closely with the HR director in my company and she does this all the time.
Post # 12
@Daizy914: that’s exactly what my fiance said! He said “the worst mistake a crappy employee can make is going to HR”. He said when I whip everything out she is going to hit the roof. My boss told me no matter what is said to just sit back and remain calm. She said the purpose is to basically to see how I react. I actually went out today and bought a binder, and I plan on going in early tomorrow to print out all my documentation. I will look super organized when I go in there tomorrow, and maybe even like I’ve been keeping this documentation all along, just waiting for this moment. Also, I went her to go back and tell the rest of the crappy employees that I whipped out a binder and was keeping tabs on everything. I want to send a message to them!
Post # 13
@NYBride23: Exactly. It will show not only your HR director that you know what you are doing, but it will also send the message that you know how to do your job and do it well and that you are NOT to be messed with!
Good luck with your meeting, please give an update!
This employee is going to crap her pants. and won’t know what hit her.