When supervising an employee who is chronically late, possibly using drugs or alcohol, and disruptive, should you confront the employee, and what would you say to the employee?
You manage a cook who recently started coming in late. A few times you suspected she was drunk or high. Last week she forgot some key ingredients in a simple recipe a number of times. One day this week she appeared impaired, ran into a waiter, and knocked him and his tray to the floor.
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Yes, you should confront the employee. If you do not, you are hurting your business and leaving yourself open to liability issues.
If you allow this employee to continue to come to work drunk, you are going to hurt your business. The employee is at least potentially going to continue to make mistakes while cooking. If she does, the food that she cooks will be substandard. You might have customers send the food back, thus wasting your money. You might lose customers, which is probably worse.
If you allow this employee to continue to come to work drunk, you are going to leave yourself open to liability issues. Imagine if another incident happens with a waiter and the waiter is hurt when he is knocked down. The waiter could hold you liable for his injuries because you have allowed an employee to come to work in such a condition that she endangers other workers. Imagine what will happen if she starts a fire and someone is hurt.
You should talk to her when she next comes in. If she seems sober then, tell her that you feel that she might have been impaired when those incidents occurred. Tell her that any repeats of such incidents might result in discipline. If you do not, you are endangering your business.
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