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Forum » Any employers on the misc??
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Thread: Any employers on the misc??

post 1638578063 05-14-2021, 06:13 PM
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Any employers on the misc??

I recently hired my first employee a few months ago. He's my first and only employee and he does a pretty good job for a younger 'trainable' guy (22m)

Only problem is, he is 5-10 min late HALF the time. Including his first day of work for me. We've been through 3 strikes already.

Would you fire? Or deal with it, as i'm only paying him $14/hour and he does make my life easier as my only employee.
post 1638578153 05-14-2021, 06:14 PM
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is the 5-10 mins costing you $?

if no then keep him

if yes get rid
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post 1638578443 05-14-2021, 06:18 PM
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i say keep him for now.

and give him a stern warning. if it's gotten that bad, tell him if he shows up late again, you'll fire him.

if he shows up late after that...fire him
post 1638578643 05-14-2021, 06:20 PM
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Small business brah here

You can do things besides fire people.

Give him a few days off for being late. Tell him he needs to show up if he wants to get paid.

You only fire people if they bring no value to you or they don't show up for work.
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post 1638578783 05-14-2021, 06:22 PM
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Originally Posted By DrugsToGetBig⏩
is the 5-10 mins costing you $?

if no then keep him

if yes get rid
This. Look at the employee based on overall value. Two of the best employees we’ve had are late pretty often, but are really good at their job, and *trustworthy. One was with us for 20 years, while many employees who were more punctual ended doing messed up stuff like leaving without a 2 week notice, stealing, fighting with customers, etc. That said, keep an eye out for other signs that the employee doesn’t care enough, add them up, and make your decision.
post 1638578823 05-14-2021, 06:23 PM
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Ask him why. If he gives a run around answer give him the option to shape up or ship out. If he's dealing with life chit maybe try and work with him if he's useful to you.
post 1638578853 05-14-2021, 06:23 PM
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Tell him to not make it a habit.

Just also mention you can make him a total fuking loser if he wasn't one already or you can make him a god. Then leave him with that.
post 1638578983 05-14-2021, 06:26 PM
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Originally Posted By IronKrazy⏩
Ask him why. If he gives a run around answer give him the option to shape up or ship out. If he's dealing with life chit maybe try and work with him if he's useful to you.
Good input from everyone. I should've made this thread earlier.

He always has some BS immature excuse, like today was "traffic", last time was "he was in the shower".
post 1638579023 05-14-2021, 06:26 PM
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I'm not an employer but if he is costing you money and bringing no value to what you need him for, get rid of him... if he is a good worker and does a quality job, keep him and just coach him
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post 1638579043 05-14-2021, 06:27 PM
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Originally Posted By SamIAm1892⏩
Tell him to not make it a habit.

Just also mention you can make him a total fuking loser if he wasn't one already or you can make him a god. Then leave him with that.
my only problem with this is i can envision the type of guy op is talking about.. and if you aren't stern he may think youre not serious

like.. i dont think you could lackadaisically/ haphazardly be like "hey start showing up on time" or any variation of it

has to be serious. but i totally think some type of warning should be given out

prob best from op, since he knows the guy
post 1638579133 05-14-2021, 06:28 PM
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You’re in luck, OP. The Misc is full of CEOs.
post 1638579953 05-14-2021, 06:43 PM
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If it effects the job it’s a problem.

If it doesn’t you are just saving money for him not being there and getting paid. Cutting hours while not needing somone there just benefits me.

I typically am lax with things like that while letting them know I notice but don’t really care because I’m saving money. Keeps employees happy.

If a job isn’t getting done when it needs to or it causes strain on other people it’s a different story.

Also how the fuk did you find somone willing to work for 14.00
post 1638580173 05-14-2021, 06:47 PM
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What do u need employees for SRS, Sound like a brain dead owner SRS.
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post 1638580503 05-14-2021, 06:53 PM
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How are you dealing with educating him? Are there any repercussions for not adhering to policy? Did you educate him and have him sign a detailed form explaining the topics about attendance? Did you provide him with the attendance policy?

If he’s a big problem then your attendance policy can make him easy to Term as long as you have his signature in place and documented that you educated him.

If you didn’t lay that groundwork then he can come back at you for wrongful termination due to lack of education about attendance policy (srs)

Going forward, when you’re providing education to him and gaining the required documentation, please be as polite and friendly as possible to him. Good luck.
post 1638580733 05-14-2021, 06:58 PM
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Originally Posted By rgnx⏩
Good input from everyone. I should've made this thread earlier.

He always has some BS immature excuse, like today was "traffic", last time was "he was in the shower".
Yeah dude you need to make expectations VERY clearly known. And not in a mean way, it is best done in a very calm, respectful, and professional way.

But again, you need to have appropriately onboarded and oriented this individual with ample documentation with their signature. Otherwise they can call a lawyer and say “they didn’t tell me I had to do this, my mom was sick, I had a back ache, I slipped at work the other day, etc”. I’m dead serious

It’s also worth having a witness present during education, disciplinary actions, and termination.
post 1638580953 05-14-2021, 07:00 PM
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Originally Posted By Ausaric⏩
Yeah dude you need to make expectations VERY clearly known. And not in a mean way, it is best done in a very calm, respectful, and professional way.
he's been late 6/10 shifts.

if anything, i've been too calm and respectful. honestly, you can only hear immature excuses so many times before you stop listening. And I think it's gotten to that point.

the last shift he was late, he himself asked for one more chance, before being fired. I said okay and believed him. Very next shift he is late because of "traffic"
post 1638581033 05-14-2021, 07:02 PM
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Originally Posted By rgnx⏩
Good input from everyone. I should've made this thread earlier.

He always has some BS immature excuse, like today was "traffic", last time was "he was in the shower".
Traffic is a perfectly viable reason
https://en.wikipedia.org/wiki/American_decline
https://en.wikipedia.org/wiki/Societal_collapse#By_absorption
post 1638581133 05-14-2021, 07:04 PM
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Originally Posted By rgnx⏩
he's been late 6/10 shifts.

if anything, i've been too calm and respectful. honestly, you can only hear immature excuses so many times before you stop listening. And I think it's gotten to that point.

the last shift he was late, he himself asked for one more chance, before being fired. I said okay and believed him. Very next shift he is late because of "traffic"
Ok so you don’t sound like the type of person with a detailed attendance policy. You’re flying by the seat of your pants.

I mean I guess you can just term the guy if he’s that big of a problem. If you’re not worried about legal repercussions due to wrongful termination then it becomes a cost-benefit analysis. What is the cost of terming him and being without his labor capacity? The cost of hiring a new employee?
post 1638581213 05-14-2021, 07:05 PM
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being late doesn't mean bad performance... If you think you can replace him with someone better then sure but it's hard to hire people now with covid relief benefits.

My family owned a restaurant and believe me we had to lower our standards considerably.. you're just not going to find quality people for low wages.
post 1638581233 05-14-2021, 07:05 PM
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Originally Posted By BulkingIsHard⏩
Traffic is a perfectly viable reason
No, it’s not. Traffic patterns are largely predictable and people need to report for work on time. If they are consistently 15 minutes late due to traffic, they need to adjust their schedule to compensate.
post 1638581873 05-14-2021, 07:14 PM
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Originally Posted By Ausaric⏩
No, it’s not. Traffic patterns are largely predictable and people need to report for work on time. If they are consistently 15 minutes late due to traffic, they need to adjust their schedule to compensate.
No they are not. I have construction on 2 intersections on my morning drive, one of which is an overpass. Some days the cars back up so I can be delayed by 5 minutes easily for literally no reason despite leaving at the same time. The employee is also recently hired and only been onsite for 10 days apparently which doesn't give ample time to learn all the light cycles, traffic patterns, etc..
https://en.wikipedia.org/wiki/American_decline
https://en.wikipedia.org/wiki/Societal_collapse#By_absorption
post 1638582003 05-14-2021, 07:16 PM
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Originally Posted By basedcap⏩
being late doesn't mean bad performance... If you think you can replace him with someone better then sure but it's hard to hire people now with covid relief benefits.

My family owned a restaurant and believe me we had to lower our standards considerably.. you're just not going to find quality people for low wages.
I guess my expectations were too high in expecting a $14 employee to show up to work on time lol. Maybe that's just the reality in 2021.
post 1638582083 05-14-2021, 07:17 PM
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Originally Posted By Ausaric⏩
No, it’s not. Traffic patterns are largely predictable and people need to report for work on time. If they are consistently 15 minutes late due to traffic, they need to adjust their schedule to compensate.
Originally Posted By BulkingIsHard⏩
No they are not. I have construction on 2 intersections on my morning drive, one of which is an overpass. Some days the cars back up so I can be delayed by 5 minutes easily for literally no reason despite leaving at the same time. The employee is also recently hired and only been onsite for 10 days apparently which doesn't give ample time to learn all the light cycles, traffic patterns, etc..
I live in Hawaii. Everything is relatively close.

He lives less than 10min away..

When you live in Hawaii, it's so small, that you KNOW Hawaii. Traffic patterns here are mostly predictable.
post 1638582353 05-14-2021, 07:22 PM
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Originally Posted By Donny2Yucky⏩
messed up stuff like "leaving without a 2 week notice"? do you give a 2 week notice when you fire people? i don't think so.

also lol @ getting rustled cause he's 10-15 minutes late. that is nothing. chit happens like traffic. you should judge him on productivity.
He hasn't had to open the shop yet. But he was supposed to soon. Is it okay to keep him around when I can't even trust him to open the store on time?
post 1638582983 05-14-2021, 07:34 PM
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This is your business, your livelihood and I assume you have a fair bit of capital invested into it. Your nuts are on the chopping block every day when you have a business and your family relies on you to provide for them with this business.

Do not tolerate tardiness. It sets a precedence to cut corners. Tell him that whatever time he leaves home atm, to leave 10 minutes earlier. If he can't do that, seriously, fire him and find someone else or make do by yourself, if you can, for the time being until you DO find someone who will do what you ask of them.

Fuk "educating" him or "training" him. If dikheads can't figure out to be on time for their job by themselves, then you're better off without them.
post 1638583123 05-14-2021, 07:37 PM
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If it's not critical I'd go easy on him. The flexibility can be considered a perk of his job. I know I value my job more when my boss isn't a stickler for time. Everyone is different it's only really a problem if it's effecting the team. You could tell him he won't be getting raises if he can't be bothered to show up on time or something. Good help is hard to find though like if he's a helper/laborer you have to be grateful they pay attention and aren't on drugs
post 1638583213 05-14-2021, 07:39 PM
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Simply set his start time 5-10 minutes before you want him there. For example, if his start time is 10 am, try changing it to 9:50 or 9:55. He should be arriving right on time at that point. Hope this helps.
post 1638586033 05-14-2021, 08:30 PM
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Originally Posted By rgnx⏩
He hasn't had to open the shop yet. But he was supposed to soon. Is it okay to keep him around when I can't even trust him to open the store on time?
If you do get him to open up shop do this
Originally Posted By Krunok⏩
Simply set his start time 5-10 minutes before you want him there. For example, if his start time is 10 am, try changing it to 9:50 or 9:55. He should be arriving right on time at that point. Hope this helps.
Im a habitual late employee(person in general) but I put in that work and for me, you have two options, either I show up late or get lucky and show up early/on time or I dont show up at all.

If I dont show up, you'll lose a good worker but if I show up, I might be a bit late.
Originally Posted By jimberee⏩
If it's not critical I'd go easy on him. The flexibility can be considered a perk of his job. I know I value my job more when my boss isn't a stickler for time. Everyone is different it's only really a problem if it's effecting the team. You could tell him he won't be getting raises if he can't be bothered to show up on time or something. Good help is hard to find though like if he's a helper/laborer you have to be grateful they pay attention and aren't on drugs
this
Originally Posted By ElSexisimo⏩
This is your business, your livelihood and I assume you have a fair bit of capital invested into it. Your nuts are on the chopping block every day when you have a business and your family relies on you to provide for them with this business.

Do not tolerate tardiness. It sets a precedence to cut corners. Tell him that whatever time he leaves home atm, to leave 10 minutes earlier. If he can't do that, seriously, fire him and find someone else or make do by yourself, if you can, for the time being until you DO find someone who will do what you ask of them.

Fuk "educating" him or "training" him. If dikheads can't figure out to be on time for their job by themselves, then you're better off without them.
Lol if you dont think this kid couldnt just go fkoff and go apply at chipotle, get paid more and would likely show up on time more days than before due to the higher pay
post 1638587113 05-14-2021, 08:48 PM
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Originally Posted By Sterilite⏩
If you do get him to open up shop do this



Im a habitual late employee(person in general) but I put in that work and for me, you have two options, either I show up late or get lucky and show up early/on time or I dont show up at all.

If I dont show up, you'll lose a good worker but if I show up, I might be a bit late.




this



Lol if you dont think this kid couldnt just go fkoff and go apply at chipotle, get paid more and would likely show up on time more days than before due to the higher pay
He could. But, $14 is just starting. He was gonna get $20 once I could actually depend on him.

Also, he actually spends a chit ton of money in my store. I gave him huge discounts, saving him $$$.

He makes more doing Doordash. Except working for me is much easier, just selling to customers all day, chillin, and a lot of HBB customers.

He is only 22. No college, and previous full time job he was working much harder for $13/hour.

Also, why can't you just be on time? Is it really that much to ask? srs lol
post 1638588873 05-14-2021, 09:21 PM
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Originally Posted By swoleyo⏩
Small business brah here

You can do things besides fire people.

Give him a few days off for being late. Tell him he needs to show up if he wants to get paid.

You only fire people if they bring no value to you or they don't show up for work.
This. There are other options. Talk to him, figure out why... if he can't make it tell him you'll change his hours 15-30mins later start time and 15-30 mins later end time... Or you can move his start time up 15-30 mins that way he can be there by the time you actually want/need him there.

Have you had a conversation with him about it? Does he call/text you to let you know he'll be late? Is it a traffic issue?


If an employee makes my life easier, they are a net positive/added value to my business, I'll let little **** like that slide. If they need to leave early, all good as long as they are staying on top of their work and I'm not having to look over their shoulder constantly. That's worth 10x to me than someone I'm having to micromanage constantly.
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