Draw the line

[DrFaroohk]

One of the reasons I always made a shitty manager was I never knew where to draw the line on things. For example.....

You have an employee who calls in sick because he's hungover. Unacceptable right?

Then you have another employee who calls in with a severe case of the sh*ts. Ok, legitimate case. Except, he is so sick because he hate 47 double cheeseburgers last night. Is THAT any more acceptable than Mr. Hangover? Both are because of their own stupidity the previous night.

Or say you have a guy who's always sneaking out to have a smoke. He spends probably an hour of his 8 hour day on breaks. Obviously this needs to stop.

Then you have a guy who is taking a lot of bathroom breaks. Using the toilet is a legitimate bodily function and should be ok, but then again you see that it's because this guy is lactose intolerant and yet is pounding himself with milkshakes all day. Is that any better than the guy who's out smoking all day?

There's a million situations like this that I always suck at dealing with....where do you draw the line and say "this is acceptable, but this very similar situation is not?"

[Megg]

I have always been the type of manager that just takes it in stride. If my store is clean, food is prepped, and we are rush-ready, well, I don't really care what you do. Smokers can smoke, those few who take 30 minute bathroom breaks can do their thing, whatever. I think it is because I don't kick up too much of a fuss that people don't abuse me too much. They understand things have to get done, but if there's nothing to do ...

[Geek King]

Sick time is sick time. You don't have to validate it, unless specifically laid out in the company rules, like the ever-popular "3 days in a row requires a doctor's note" rule that almost every place I've ever worked has had. The why doesn't matter, as long as the employee has the time to take off. Now, if they are taking sick leave and don't have any available, then the employer should have rules on how that gets diciplined. Enforce them as needed.

It is the same with breaks at work. If someone is taking too many/ too long, no matter the reason, then you need to speak to them. If they claim ilness, you might suggest they take sick leave. If they claim no time available, you might gently suggest they need to get a medical order explaining why they need longer/more breaks. Naturally, you might have to make some judgement calls here: Chronic issues vs. a one- or two-time thing. If you have questions about dicipline, larger employers should have a HR line to call and get some clarification. If it is self-inflicted or a known condition (like lactose intolerant milkshake boy), you might need to suggest they seek help or risk consequences. As long as you have proof that he's doing it on purpose, you can take action.

Oh yes, and always document. It can save your hide if someone starts screeching about unfair practices.

[BrightEyedKitty]

I have always been the type of manager that just takes it in stride. If my store is clean, food is prepped, and we are rush-ready, well, I don't really care what you do. Smokers can smoke, those few who take 30 minute bathroom breaks can do their thing, whatever. I think it is because I don't kick up too much of a fuss that people don't abuse me too much. They understand things have to get done, but if there's nothing to do ...

Agreed....

[powerboy]

I have always been the type of manager that just takes it in stride. If my store is clean, food is prepped, and we are rush-ready, well, I don't really care what you do. Smokers can smoke, those few who take 30 minute bathroom breaks can do their thing, whatever. I think it is because I don't kick up too much of a fuss that people don't abuse me too much. They understand things have to get done, but if there's nothing to do ...

That is how I tried to be. If everything is done, then go somewhat crazy*. But when a customer is in, then you better be on your best behavior.

*Somewhat crazy*
If they smoke, then they can go outside and smoke. And different things like that.

[draftermatt]

I can kind of agree with the whole "if the work is done, it's ok" thing.

However, for the people that call out. I don't want to know why you are calling out. I don't care if you have the runs, hungover, don't feel like working, etc. But don't tell me!

If you call and tell me you are hungover, I will mock you #1, and then I'm going to punish you in someway for getting drunk when you have to work the next day. So don't tell me!

Want to stay home and fuck your girl? Please don't tell me that.

I had a guy call and say "I don't feel like myself today" yeah, he didn't last very long.

Bathroom and smoke breaks. If the smoke breaks became excessive I'd simply tell the person that their addiction/habit is affecting their work. And if they don't cut back, then I'd limit them to the number of times they are allowed to go out and smoke.

If someone was hitting the bathroom constantly I'd probably ask if they want to go home or tell them to go home, "because I've noticed that you are spending a lot of time in the bathroom" No one wants to work with someone who's sick, not to mention getting everyone else sick.

If they told me it was because of milkshakes and lactose intolerance, then I might send them home anyway and tell them they really need to not do that period, but especially when there is work to be done.

[Rapscallion]

Lactose intolerance and milk shakes - sit them down and explain the situation that what they're doing is risking excessive gas affecting their colleagues and the potential for shitting themselves mightily. It's not helping his colleagues etc - try and force an issue of being good to colleagues etc. Make sure this is noted in writing. Unofficially, enforce the idea that their actions are making them less likely than others when it comes to layoffs. Reinforce the idea that it's for his health.

Some people need handholding through life. You don't have to put up with it.

Rapscallion