How do you handle an employee like this?

[HEyHEY]

Okay, A. she can't seem to understand that I can't print everything she does (which is normal with many reporters) B. She was overheard talking behind my back by my boss. C. SHe has come in during mid-day drunk.

Now, these developments suck, because she's an awesome reporter and very keen. ANd I like her, but what concerns me most is the drinking, I can't have her handing out our business cards in that condition (I dislike the competition).

Anyone know how to handle something like this? I should add she's older than me so I can't really play the psycho-boss role.

[MercutioATC]

1. Deal with it or fire her for being drunk.

If she's really worth it, you may be able to get her to come around, but it sounds as if she's had plenty of time to fix her opinions.

If not, don't let her spread dissention. Can her.

[cdsilv]

2. Do y'all have an employee assistance program?

mid-day drunk may be a sign of a more serious problem.

I'd refer her to EAP, if she doesn't take advantage, then look at termination?

[Bridget Burke]

5. Approach her about treatment for the drinking.

You indicate she's got some good points. It's worth a try.

[MercutioATC]

6. Actually, that's good CYA advice.

I was looking at it more from a "she's talking to my boss behind my back" angle.

Offer her help and THEN fire her.

[JohnnyRingo]

7. Thank you for mentioning that

I've seen many lives turned around by EAP programs in the 30 years I worked for Delphi.

People that were on the brink of losing their jobs, their homes, and their families.

I watched many of these workers go on to succesful retirement after enlistment in said programs.

Even if they just reached a level of control over their addictions, I view it a life saved.

[BiggJawn]

3. Coming in drunk is a problem?

I thought that was a requisite in the newspaper business?

Things must have changed.

If your paper has a policy concerning being drunk at work, enforce it.
You're not the "bad guy" (unless you wrote the policy this week)

[Book Lover]

4. She may be older, but

you are the authority figure. Me, I would have a private meeting and tell her that it has been noted that she has been under the influence of alcohol in the office, and the next time that happens, she will be let go. She represents the paper; do you want to get the rep that your reporters are drunks? (This isn't the 40's, after all ;-) )

[dryan]

8. You don't say which gender you are...

but this is the way I would handle it...first, you have to have evidence of these instances, dates, times, etc. Ask if if something is bothering her at home, her personal life, because she has worked at the paper for xxx number of years and is a valued employee but this kind of behavior can't go on. Pause, see if she says, my mother is ill, I have financial problems whatever. Then say well, I understand, but it can't go on. We have an employee assistance program that you can go to for help, our insurance coverrs psychological counseling, whatever. Since these sessions are confidential, I won't know when you go, but you must starting going. Also suggest AA. The other alternative is we suspend you from your present duties and put you in classified ads (or whatever is the "siberia" department) or another alternative is termination.

Good luck! You maybe saving this woman's life.

[dryan]

9. PS - Been there

had a cleaning lady years ago that would constantly show up late and I finally confronted her. She was in an abusive relationship and her husband was beating her up. When I heard that, I made her go to a woman's shelter, it turned her life around.

[jpgray]

10. Private meeting--let her know all your concerns

Also tell her where she's heading in the right direction. Let her know if she's in danger of being fired, etc.--that can be a great motivator.

[matcom]

11. take her out for DRINKS!

you might get lucky :D

[HEyHEY]

17. bbbrrrrrrr

ew ew

[BigMcLargehuge]

12. buy her a couple of martini's and send her to cover an archery tournament

problem solved

[HEyHEY]

15. Or a knife throwing competition

[TX-RAT]

13. Does she make you money?

[HEyHEY]

14. To my knowledge I don't know - but it isn't about that

[Speck Tater]

16. The guillotine? Or at least the Iron Maiden?

[Skittles]

18. good lord, HEyHEY

fire her already

[HEyHEY]

19. I'm ascared - will you do it?

It's seriously tough, she's good at her job, this is just baggage.

[Skittles]

20. where I work there is a zero alcohol policy

she would have been out the door immediately. Sorry, but showing up to work drunk isn't "baggage", it's a real f***ing problem. I think she needs help.

[Misunderestimator]

21. Her being older than you should have nothing to do with it.

Many of the people I manage are older than me. It doesn't stop me from doing the right thing. You should confront her on the drinking and offer your support. In my company, such a thing would be cause for dismissal, but only after an honest attempt at reconciling the problem. She should know that her job is at stake, and that she has the power to change things. You would be doing her a favor.

[TrogL]

22. AA

If she's showing up for work drunk, it's time.

[The empressof all]

23. Not always that easy

You must consult with your supervisor immediately before you take any action which could come back and bite you in the butt. You also must consult with HR. They can provide assistance in how you can protect yourself from backlash from employee. Whatever you do make sure you document every conversation you have with this and in fact any employee regarding performance.

I have been in management for many years and employee supervision can turn bad on a dime and it will be your butt on the line. You can never predict how folks will take anything you say to them as a boss. I know that I have praised people to no end on their job performance and all they will remember is the one area they could use improvement. I was always so suprised how other people reacted to job related feed back.

[Misunderestimator]

24. Good advice... I agree.

I have dealt with a couple of difficult employees in similar circumstances. It took months of documentation and meetings and "Performance Improvement Plans" (which of course have their own acronym of PIPs). The first quit after a couple of months, and the second retired.

[fishnfla]

26. I've always said this world would be a better place if....

1. everyone spent 6 months dealing directly with the general public in business AND
2. everyone spent 6 months managing at least 5 employees in a business

[underseasurveyor]

27. Yep. Document-Document-Document!

That is so important. What was said, who was present (if anyone), day, time, everything that is relevant. That point can not be stressed enough. Other than that, Wubette covered the rest pretty well.
Good luck.

[fishnfla]

25. She will always give trouble, maybe more than this, until she is gone

This is a sad fact of life that I have learned from years of dealing with coworkers, and now employees.

another thing I have learned is there is no such thing as the "perfect" co-worker or employee

therein lies the rub, the balance 'twixt the two.....

But rule of thumb, if they give you bad trouble now, you will regret it later....

[bleedingheart]

28. Dress up in a pink elephant costume the next time she comes in drunk

and act like it is completely normal...

perhaps she may decide to go to AA on her own.