Good day! I just want to ask your advice regarding a staff who is always on AWOL, habitual tardy, or send a text message stating various reasons from doing family obligation to just being sick.
His absences from work is really affecting our business, which I manage. Ours is just a sole proprietor type, with five employees and involved in deliveries. In this type of business, with just one absent employee, we have to cut back on orders from customers thus limiting our sales.
I have issued verbal and written memos, served suspensions but to no avail. Now, I'm looking on his deliveries if he is skimming sales remittances but I still have to check to be sure.
That employee is almost a year on our employ but given our operation is being affected, I am contemplating on terminating him on grounds of gross negligence of duty. If so, what are the right procedures of due process?
His absences from work is really affecting our business, which I manage. Ours is just a sole proprietor type, with five employees and involved in deliveries. In this type of business, with just one absent employee, we have to cut back on orders from customers thus limiting our sales.
I have issued verbal and written memos, served suspensions but to no avail. Now, I'm looking on his deliveries if he is skimming sales remittances but I still have to check to be sure.
That employee is almost a year on our employ but given our operation is being affected, I am contemplating on terminating him on grounds of gross negligence of duty. If so, what are the right procedures of due process?