Sugar crashes from hypoglycemia is a common problem with many people. As for his bar related tardiness, I suspect he is allergic to corn which is prevalent in many alcoholic products. He may indeed have sinus troubles because of this. He should be tested for allergies. That’s all on him and he should be able to link his problems to the activity. It was obvious to me before I was tested that different drinks caused severe sinus headaches. they would trigger muscle tension headaches and then migraines. The solution was not to drink them. If I drink beer it’s a Budweiser product because they use rice instead of corn.
Your employee needs to take responsibility for his life.
Is he bored? You say he gets his work done, and I thought I read that he does more then his other coworkers, and/or quicker. Well, maybe you aren’t giving him enough work, or challenging work?
I’ve been the employee in this situation, and after a few attempts at getting more and interesting work, I started taking longer lunches, leaving early, etc., etc. There was nothing for me to do! I finally left, just because it sucked so much, but if they would have challenged me, things would have turned out differently.
Does your company deal with contract workers? If so, suggest he think about setting up a company or find a contract shop, but that, should he decide to resign (no mention in paperwork that it was in leiu of termination), you would be happy to bring him back on - as a 1099, NOT a W-2.
As long as he is a contractor, his time is ihis own - he gets paid for hours worked, he decides where in the 08:00 - 19:00 window he wishes to work.
Make sure the rest of the team knows he is no longer an employee, and, most importantly, do NOT treat him like an employee - no company picnics, no employee birthday celebrations…
If there is a desk around the corner, out of sight of his (fomer) co-workers, the issue of when he comes and goes will disappear.
If you can switch him from W-2 to 1099, you get to keep his services.
Of course, some other employees may want to do the same. This is when you mention that contractors get no medical coverage, no unemployment compensation, have a whole lot of headaches with taxes and Social Security payments, etc. AND ARE HIRED/PAID at market, based on skill level. And that contracts are short-term. Still want to be a contractor?
Good grief! Let me see if I have this right:
The guy is a 25-year-old ex-bartender who lives with his mummy, sleeps on the job, flaunts the normal protocols of work, happily pisses off his colleagues, has management wasting their valuable time trying to make him behave appropriately, has the power to reverse costly decisions made in order to accommodate his adolescent behaviour (i.e full time v part time) all on the basis that he’s “a good worker.”
Please - can I come and work part time on a full time salary for your company?
I don’t understand what’s so hard about ditching him - and for those in “but it’s a recession!” chorus, he should value his job more. Actually, if he started valuing it more, it would still be in the ‘minus’ category.
Good god. Mummy looks after him at home, the work day care centre looks after him between whatever hours he gives the privilege of his presence, and his bar buddies sling him free drinks at night.
Well, sounds like he has only one official, documented, strike against him… Why not just tell him two more strikes till he’s out… but give him a chance, don’t be that pitcher trying to strike him out.
<hijack>Also, most microbrews do not contain corn, but instead stick to grains like barley, wheat, and some others. YMMV, depending on which particular beers you pick up.</hijack>
I think the OP should be fired too for being an incompetant manager. The fact that you have allowed this problem to get out of hand and yet still seem unable to reach a decision tells me that perhaps you are not ready for a management position.
OTOH, other than sleeping at his desk, coming and going as you please seems to be the new norm in corporate America. I mean every place I’ve worked was essentially run like a frat house.
I manage the work, not the people. If the works is getting done (which in our case includes attending meetings and dressing appropriatly) then I’m not really concerned with what time it gets done.
I’ve had to face the nudge who wants as much freedom as another employee. I find it pushy and petty myself. If you want/need an altered schedule come talk to me about that. But don’t talk down a co-worker for having one approved.
All that being said, I expect to know where you are and what your ETA is. Don’t embarass me by being completely AWOL during core hours. And don’t lie on your timesheet. If I find out you’re putting down hours you haven’t really worked we’ve got a problem.
I started off the thread giving the guy the benefit of the doubt (kid at home, aging parent, medical condition) but if he really had a good reason for his actions he had the chance to defend himself.
A few decades back, I was this guy (except for the sleeping part). I have had insomnia since puberty, and am basically nocturnal. The result is that it took me forever to get to sleep, and, once asleep, NOTHING would wake me.
As a draftsman (that’s how long ago this was) I wasn’t valuable enough to put up with (I quit before being fired) and the boss was in a tough spot - the others were giving him grief about why I got away with it, etc). The fact that I was his go-to guy made his decision difficult.
Years later, as a highly paid computer guru (contractor, paid by hour) it was more acceptable - contractors are always operating under different rules, so my hours were fine as long as the work was done on schedule).
If he is irreplaceable, make him a contractor - $x/hr, he sets his own hours, just meets deadlines.
Otherwise, turn him over to HR for termination before he makes any more waves of co-worker resentment.