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Would You Fire Me.

Would you fire me?

  • Heck yes, you're OUTTA HERE!

    Votes: 12 60.0%

  • Um no, you're obviously a good employee.

    Votes: 8 40.0%

  • You're crazy and this post wasted my time.

    Votes: 0 0.0%
  • Total voters
    20
I agree that you need a doctor's note to back up what you're saying. I'm wondering that when you listed all your efforts to improve your health, this seems like self-medicating with herbal remedies. It might be time for a physical exam.

It sounds like you had a lot of bad luck with so many things happening in a short period of time. Hopefully your attendance record will improve, and unless you've had that dreaded third warning, just talk to your supervisor and hope for some compassion.

Good luck!
 
Motokid said:
I voted to fire you, but only because you did not mention that when you were hired you informed the HR department, or the team who was hiring you that you have a history of being ill and missing many days because of illness.
sorry, should have clarified. I have NEVER been sick this often. I used to get sick fairly often, like once ever six months or so. but since I started here...I think it's the office environment.
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If you're ill and have a medical note, then it's all ok, isn't it? If not, then you're in trouble. If you have a note and the company is moaning - tell them to stuff their job.
 
I have a note. I've had a note every time. HOwever they "take a non medical stance". I sat down last night and thought about it logically. Generally, they don't fire you for attendance unless, as clueless did, you have OTHER reasons as well. Plus generally they issue three-four letters first. I'm not sure if the letters are a silly formality or what, but it seems that they don't play a large impact on they actual decision, they just give said decision legal basis.
I don't know. That's for your feedback everyone.
 
Prairie_Girl said:
I think it's the office environment.
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Maybe you're allergic to this job. Maybe we should be voting on whether or not you should get different work. (I didn't vote. Do you WANT me to fire you? You'd be happier and healthier somewhere else, wouldn't you?)

I think it's great that you're taking care of yourself now. Keep that up!
 
Hahahaha. Yes, I need a new job. Unfourtunately, until I can find something that pays me 30K a year with my education (minimal) I'm stuck here. Caroline is not working at the moment, and we need my income.
 
I voted no, but not because you were a good employee... that I wouldn't know. I do know that family and health come first, and firing you for such things would be immoral. If this "problem" turned into something more regular (or predictable), then I would fire you.
 
I was trying to calculate the total amount of days missed. Someone said 13, and if that's the correct number the company I work at would have hired you. If you miss 12 days in a full year you get fired, so if you missed 13 days is 7 months you'd be gone.

I don't think that's all that unreasonable. Then again I've only missed 1 day of work in the 2 years I've been there.

Did you explain to anyone the issues you had with your partner? There are certain types of leave that most companies offer that would you cover you if you had to take time off to take care of a loved one who was having issues.

I voted heck yes, because unless you had discussed the issues with someone, there's an expectation that when you hire someone they're going to work. They have a business to run, and and staff. That's a harsh way of looking at it, but when people aren't at work it makes it difficult for the people who are there to cover the slack and get their jobs done as well.
 
It's sad that you're bogged down with issues that affect your working life like that. But seen from the employer's perspective then, yes, I would fire you if you did not deliver the work I was expecting from the position I hired you for.

That said, I wish you and your partner all the best :)
 
I would not be able to make a decision based on the information given so far. In fact I would find it difficult unless I had personal knowledge of you and the situation. The majority of Companies have written policies but usually they are not written such that they are iron clad. There is usually the personal side to be considered. I have terminated a number of people and also have bent over backward for some people that had problems that affected their performance for a period of time.

Edited to include: My first priority would be to help the employee correct any reason for underperformance.
 
NO worries. my boss totally understood. I was freaking out for nothing I guess. I'm suprised that my boss was as understanding as he was actually
 
Prairie_Girl said:
NO worries. my boss totally understood. I was freaking out for nothing I guess. I'm suprised that my boss was as understanding as he was actually
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Glad to hear the boss had a good heart. :)
 
It is usually less expensive to help an employee resolve a problem than to fire them and have to go through the expense of hiring and training a replacement. It does not surprise me at all that the employer / supervisor had a little sympathy for her.
 
Prairie_Girl said:
NO worries. my boss totally understood. I was freaking out for nothing I guess. I'm suprised that my boss was as understanding as he was actually
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Congrats, must be nice to be back to feeling secure in your job again.

How's your partner doing, btw? She alright?
 
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