Quote:
Originally Posted by wdfifteen
You are reading a lot of your won BS into this.
His/her boss went out of her way to help this person keep the job by talking to him/her before kicking in the discipline procedure.
The policy on tardiness is, you get a verbal warning, then a written warning, then a 3 day suspension. This person had been talked to but not formally warned several times, then formally verbally warned (formally = documented), then given a formal written warning, then he/she showed up 1 1/2 hours late and lied to make his/her boss believe it was an unavoidable absence in order to avoid the suspension.
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I'm not saying your intentions, when you delayed escalating to the suspension, were not charitable. I'm saying you could delay escalating to that next step in your published process, but you can't simply skip over that step and go straight to termination. Look, I'm not passing judgment on you as a person; I'm giving you my assessment of your compliance, or in this case non compliance, with your own HR handbook. Good intentions don't necessarily cut it.