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Author Topic: A very ugly staff issue Frank Angel Film God Posts: 5305 From: Brooklyn NY USA Registered: Dec 1999 posted 01-01-2007 03:05 AM                        Along with his infractions, another thing you need to impress upon him is that making negative and degrading comments to other employees about you, his superior, behind your back, firments discontent and a bad work environment and it unacceptable behavior. Tell him that if he is unhappy about your decisions he should discuss it with your directly and you will resolve it, one way or another. Anything short of that will be considered insubordination. Also be sure that you evaluate other employees as often and in the same fashion as you do him; if you keep a file on his performance and infractions -- you should -- you need to do the same for the others you are responsible for. Not doing so can be construed as singling him out, which can work against you should he contest his firing (which is going to happen sooner or later, hopefully sooner). But Dominic.... quote: A very ugly staff issue ....therein is your underlying problem; these types are always a pain in the ass. We never hire ugly staff....all our people are beautiful and sexy -- everyone is happy.  |  IP: Logged Rick Raskin Phenomenal Film Handler Posts: 1100 From: Manassas Virginia Registered: Jan 2003 posted 01-01-2007 10:15 AM                     quote: Frank Dubrois I find that difficult to do ... Granted that is true, but who said that employee contact has to only be negative. For those who are playing by the rules an occasional positive memo reinforces your position of equality in the workplace. Another thing is to keep discussion impersonal. Leave personalities out of it and only focus on the job, how its being done or the lack thereof. When the offending employee brings up his perceived issue of the manager's incompetence he is attempting to divert the discussion from his actions to that of the supervisor. That is a trap to avoid. Keep the discussion focused on the issue of the employee and do not respond to other allegations. FWIW --  |  IP: Logged John Wilson Film God Posts: 5438 From: Sydney, Australia. Registered: Dec 1999 posted 01-03-2007 06:05 AM                     Why is this guy allowed to go over your head? If you've got the support from your supervisor, then said person should make it clear to the trouble-maker he's to report to you alone. Draw the line in the sand.  |  IP: Logged Dominic Espinosa Phenomenal Film Handler Posts: 1172 From: California, U.S.A. Registered: Jan 2004 posted 01-03-2007 03:02 PM                     Initially my supervisor left the situation alone. He put me in the loop and my worker and I discussed it. We both (my employee and I) agreed that things like that weren't going to get us anywhere and that if he had a problem he needed to come to me about it. Then when something came up that he didn't like (loosing a shift due to the slowing of the season) he immediately went to the owner.  |  IP: Logged Scott D. Neff Theatre Dork Posts: 919 From: San Francisco, CA Registered: Oct 1999 posted 01-03-2007 05:35 PM                        Are you guys still using any of the employee manuals or manager's manuals that I wrote back in the day? *Tries to remember fine print of that thing... it's been so long*  |  IP: Logged Dominic Espinosa Phenomenal Film Handler Posts: 1172 From: California, U.S.A. Registered: Jan 2004 posted 01-03-2007 07:51 PM                     Scott, I believe so. I have no idea honestly. I've only been with them for 3 years.  |  IP: Logged Timothy Eiler Expert Film Handler Posts: 126 From: Litchfield , Minnesota, USA Registered: Mar 2000 posted 01-16-2007 10:22 AM                        quote: Dominic Espinosa Initially my supervisor left the situation alone. He put me in the loop and my worker and I discussed it. We both (my employee and I) agreed that things like that weren't going to get us anywhere and that if he had a problem he needed to come to me about it. Then when something came up that he didn't like (loosing a shift due to the slowing of the season) he immediately went to the owner. So Has this employee finally settled down and become part of the team, been fired or still going over everyones head?  |  IP: Logged Dominic Espinosa Phenomenal Film Handler Posts: 1172 From: California, U.S.A. Registered: Jan 2004 posted 01-18-2007 02:01 PM                     We keep having to go around and around about the dress code and his attitude. More and more he's rude to his coworkers. Since I give out hours based on performance he's the one that's making the sacrifice so the assistant managers have theirs. My grave mistake with this employee was shying away from the issues from the beginning. At first I was afraid to loose people because I was new to building a staff. After that I avoided confronting him because he would yell and swear and make what should be a civilized discussion a tiring event. Which was most unfair to the rest of the kids. So now I'm treating him the same as any other member of the staff. At least I can't be considered inconsistent now Presently this gentleman is down to 2 shifts per weekend, that's really the only time I have hours for him anymore (he's not available any other time anyway and doesn't close). Since we closed for a day due to flooding (long story) the next day he should have been in uniform since that was his only actual day working. He showed up in a baggy button-up shirt and wranglers. Tsk tsk... His latest ruse seems to be trying to entice some of the other kids to pressure the old manager into returning. Methinks they're in cahoots...I hear tidbits of things here and there that make me wonder. At any rate, due process shall prevail.  |  IP: Logged Jason Black Phenomenal Film Handler Posts: 1723 From: Myrtle Beach, SC, USA Registered: Nov 2000 posted 01-21-2007 04:44 PM                        It's time for you to get rid of this fellow. He is infecting your staff and doing a disserrvice to the operations of your theatre. His age should not be an issue, given teh fact that you *should* have been documenting the issues you've mentioned here..  |  IP: Logged Mike Heenan Phenomenal Film Handler Posts: 1896 From: Scottsdale, AZ, USA Registered: Mar 2000 posted 01-21-2007 05:11 PM                     This guy is 60? Seems kind of creepy if he's not management or in the booth... how old is the rest of your staff?  |  IP: Logged Dominic Espinosa Phenomenal Film Handler Posts: 1172 From: California, U.S.A. Registered: Jan 2004 posted 01-22-2007 12:05 AM                     Second oldest besides me is 20, youngest is 16. More than one person has pointed out the oddity that he's this old and basically does a 16 year olds job.  |  IP: Logged Rick Raskin Phenomenal Film Handler Posts: 1100 From: Manassas Virginia Registered: Jan 2003 posted 01-22-2007 05:04 AM                     Is he retired and just doing the job to have something to do?  |  IP: Logged Dustin Mitchell Phenomenal Film Handler Posts: 1865 From: Mondovi, WI, USA Registered: Mar 2000 posted 01-22-2007 08:37 AM                     Ditto what Rick said. I personally have no problem with an older person working with much younger people, often times they can be an asset-current situation being an exception of course. [ 01-22-2007, 01:17 PM: Message edited by: Dustin Mitchell ]  |  IP: Logged Dominic Espinosa Phenomenal Film Handler Posts: 1172 From: California, U.S.A. Registered: Jan 2004 posted 01-22-2007 11:50 AM                     Dustin, I completely agree. He tries to spin it like he does it to keep busy however I don't think it's that simple. In either case he's taking his own money out of his pocket by screwing with me. I've got more time tied up in this company than he so it would make no sense for me to allow his sentimentality for the old manager who let him pretend he was a manager without the responsibilities to throw my job into discourse. He believes because he's been there for xyz time he should have more hours than everybody else when he's only available for matinee box, opening. Not closing, not during the week, etc.  |  IP: Logged Louis Bornwasser Film God Posts: 4441 From: prospect ky usa Registered: Mar 2005 posted 01-22-2007 01:51 PM                        What about starting a weekly staff evaluation program? The less demerits, the more hours you get. That way he can choose to work as many hours as he has positive points. In other words, the guy with the most demerits gets no hours this week. (Be fair; and apply the same "test" to all concerned. Louis  |  IP: Logged

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