Stupid Guest Tricks

CBeilby wrote:Time to talk to a shop steward, I'd say, Lady Ulrike. (Although I'm sure it's more tempting to just bring the rattan into work... ;) )

Well, it doesn't effect me directly because I didn't get that raise only newer CMs did, but interestingly enough I was told this by a Union Steward.

Theme Park Where wrote: We do have employees who feel that they are dismissed without cause.

I don't know of a single person that was ever dismissed that could recognise a justifiable cause. :D:

Actually, most of our employees dismiss themselves by not showing up for work at all or by screaming obsenities at their bosses then storming off the job. But those who are dismissed "for cause" often feel that they've been unfairly terminated. Florida's a right to work state, so we can pretty much fire you for any reason, but we do try to be fair and if a manager fires you for not doing something, he or she had better be able to back up what you were or were not doing with documentation. I just won an argument with my boss about that.

We have an employee who claims to be very sick. We suspect he is just using his employment to get into the park for free. He has called in every shift for nearly a month. He has run out of "points" - the system we use for attendance and other forms of discipline. The manager stated that she was going to fire him. I told her that I didn't think she could just fire him since he was claiming a legitimate short-term illness. She could require medical paperwork to back up his illness, and barring that could fire him. But she couldn't fire him if he provided a doctor's statement that he was not able to work. She disagreed, and stated that it didn't matter if he really was sick, she was going to fire him anyway because he wasn't fulfilling his responsibilities. She ended up having to go through HR, who told her exactly what I'd said - she had to submit paperwork to have his medical files sent over proving that he had an illness. If he did have medical proof, we had to hold his job for 12 weeks. After that length of time, we could fill his position, but the company would find another for the employee when he was ready to return.