How do you deal with a coworker that never comes to work?

Question

I just started a new job at a brand new doctors office as a supervisor. The only other girl in the office works under me as an MA. She has only been working for about 2 months and has already missed 41/2 days. Using every excuse you could imagine. Is it just me or is it a trend that should be ended. I don't want to come off to my superiors as a mean boss but when do I draw the line?

Answer 1

You need to terminate her; that lack of responsibility and total lack of professionalism  bodes ill for her future and it also places a burden on everyone else, esp in a Dr's ofc setting. If you do not terminate her you will look weak unable to make a decision and unprofessional, if she worked for any other Dr's ofc she would have been gone after the second day she missed. I didn't miss one single day at my previous job for one year, so 4 1/2 days in 2 months is pretty much inexcusable, esp since she is obviously lying. Terminate her NOW.

Answer 2

It is a sign of a trend that needs to be ended. It is extremely unprofessional. It happened to me with an office assistant one of my atty's hired last year. She missed days here & there, then weeks here & there, most times without calling ahead. Always had some sad story or bizarre half explained excuse for her absences, in 9 months she had missed over 43 days. I quickly lost my patience and respect for someone (19 years older than myself) who first appeared somewhat intelligent and helpful. And I feel bad for taking my well deserved vacation time, I have been here for 6 1/2 years, I am very dedicated and hardly miss any time.  Turns out that the woman is a chronic alcoholic, explains her weird behavior after lunch and Monday mornings and first day back from missing time.  

Draw the line now before you are all duped like we were. There is someone else out there that really wants to do the job.  

Answer 3

sit her down in a counseling session and ask her what's going on.  after she's had a chance to explain herself (probably not adequately) tell her that this is an offical counseling session and from now on she'll need to bring in a dr. note if she's sick or some kind of verification.  and also that this will be reflected in her file for her performance review.  also explain to her what will happen if her attendance and job productivity don't improve.  give her cause and effect an put it in writing.  start that file.

Answer 4

You have an advantage being new to this office environment.  Make time within a 2 week period to touch base with every employee you supervise.  Spend at least 15 minutes of quiet face time with each one, going over their job duties, time in the position, requirements, etc.  

Do not single this employee out but use this opportunity to address this issue.  Sometimes things are not what they appear - it's important to get her side of the story from her and clarify what she feels is her right to be gone and what is her obligation to be at work.  She may have been hired under a different regime, thus you don't know what she was told.  

You're right to tread softly.  In a small office environment, everyone must work together professionally and politely.  Find a way to emphasize her role in your business and why it's disrespectful for someone else to cover her tasks.

Be polite, be productive, be professional...