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How would you handle this

Discussion in 'Business Operations' started by longslawn, Oct 29, 2002.

  1. longslawn

    longslawn LawnSite Member
    Messages: 201

    Taking the day off due to rain. Employee calls and says, "I want to take off this morning and go put a application in for another job". I told him go ahead.

    He calls back and tells me he appericates his job but this job pays more. He said and I quote"I am not quiting now and if I do I will give you a 2 week notice".

    I told him that he has put me in a position that now that I know he's looking I have to start looking. If I find someone first I am going to let him go.

    How would you handle this.
  2. Stonehenge

    Stonehenge LawnSite Bronze Member
    from Midwest
    Messages: 1,276

    If you can absorb the extra work, fire him.
  3. Green Pastures

    Green Pastures LawnSite Silver Member
    Messages: 2,457

    Good job, I think you handled it well. I'd do just what you said you would do.

  4. Green Pastures

    Green Pastures LawnSite Silver Member
    Messages: 2,457

    Uh, Stonehenge, I don't think it's legal to fire somebody for looking for another job. Could get messy.

    Keep everything documented.

  5. Guido

    Guido LawnSite Silver Member
    Messages: 2,087

    This all depends on one thing.....what kind of job is he looking for? Another Green Ind. Job? If so, I would think about asking him to quit.

    If not, keep him around until you find someone new.

    Good Luck, let us know how this turns out!
  6. Darb

    Darb LawnSite Member
    Messages: 182

    Is North Carolina a Right to Work State? In Florida, they can fire you for any reason as long as it has nothing to do with Race, Gender, ADA, or reasons like that. Hey, one time I even got fired for lack of productivity (not selling enough vacuum cleaners door to door). From what I understand, employers in some states would be hard pressed to even do that. :rolleyes:
  7. longslawn

    longslawn LawnSite Member
    Messages: 201

    North Carolina is a Right to Work State. I am going to start interviewing people tomorrow and soon as I find a replacement I'm going to release him.
    If he's not satisfied I don't want him. I found out from another employee, that he's been looking elsewhere too. I don't want someone who's not happy working around the other employees that I employee. "One rotten apple can spoil the whole bunch"
    He also hasn't been the greatest employee I've had.
  8. HBFOXJr

    HBFOXJr LawnSite Bronze Member
    Messages: 1,712

    The guy has been seemingly decent so far. Can you afford to give him a raise? Can you afford to lose him? Can you actually find a decent replacement? A lot to consider here. Has he oversold himself to another potential employer like many contractors do to their customers on this website?
  9. longslawn

    longslawn LawnSite Member
    Messages: 201

    He hasn't been a very good employee. Missed too much time, had some quality issues and responsibilty issuses in 5 months of employment. In fact I started to fire him one time but he ask for another chance. I really haven't been pleased with his work performance to date.
    This time of year I most likely could do without him. My concern is that while he may not find a job quickly, he may find one while we're in the middle of a big landscape job. This time of year would be perfect to train his replacement (he currently works in the maintenance side). I would have to pull an employee from the landscaping side to cover if he quits. He oversold himself to me when I talked to him. I'm sure he will them.
  10. HBFOXJr

    HBFOXJr LawnSite Bronze Member
    Messages: 1,712

    This is where a company or employee manual or handbook comes in handy. You then have hard rules and standards. You document the screw ups and problems. You warn and work with the individual and document that. Then you dismiss with a clear mind and no legal hassles.

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