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1. Clay Putnam

   

   33 posts
   
   9/19/2013 2:09 PM

   A little more perspective as it relates to migraines. I have migraines a few times a year and I am completely debilitated when I get a migraine. I can't move, the smallest noise is excruciating, I am nauseated, and the smallest amount of light is torture. Having said that, I know several people that deal with migraines on a weekly basis and a couple of them have multiple migraines each week. To a person, each one has learned to "live with it" and are functional during their migraines. I have no idea how they do it. My point is, if this employee is accustomed to migraines then I would be a bit skeptical of her reasoning for not calling. However, if her migraines are few and far between then I would give her the benefit of the doubt, as it relates to migraines.

   
   
   
   
2. Robert Dreesen

   

   0 posts
   
   9/19/2013 2:09 PM

   A lot more discussion going on here than I expected. Bottom line for me is this...For those basically saying " you need to fire her or you are creating more problems"...Part of me wishes I could fire her. But we have ZERO decent prospects the way it is. As soon as we think we have hired someone with a good head on their shoulders, they stop showing up as they soon discover that fly mowing isnt worth the free golf.
   
   I am fine with setting an example for the rest of the staff by firing someone that deserves to be fired. But I have decided its going to take a lot more than one no call no show for me to fire someone who tries their best and is doing what she does to put food on the table for her kids. And also, we need the help, even if it is filling tee and fairway divots everyday or blowing leaves.
   
   For the course to look as good as it does for the amount of employees (12) we have and 27 holes, they must be doing something right. So maybe one no call no show is OK every now and then.

   
   
   
   
3. Sandy Clark

   

   0 posts
   
   9/19/2013 3:09 PM

   Robert, I think you should try to point her in the right direction for help if migraines are really an issue. If she is on the lower end of the economic spectrum, she has probably never had much help and is lacking in proper medication. If she is just taking over the counter stuff, she is just increasing her chances of more and worse headaches. If she has access to a medical plan either through government assistance or work, encourage her to see a neurologist and get a handle on making her life more comfortable and productive. I had insurance and opportunity and it took me years and the advice of an orthopedic specialists to end up going to a neurologist. Sometime you just need someone to point you in the right direction. What is available will never make migraines go away 100% but various treatments and medications can certainly make them manageable. Good luck.

   
   
   
   
4. Justin VanLanduit

   

   0 posts
   
   9/23/2013 6:09 PM

   No call no show for me depends on weekday or weekend. Weekends the no call/no show is a little more detrimental and I've let my guys know that counts as 2 strikes where a weekday is 1 strike. Our policy here is 1 infraction is verbal warning, 2nd is written, 3rd suspension without pay, 4 termination. Doesn't have to be same infraction. If this was her first be stern and let her know what your expectations are and that the next time the punishment is "x". Good luck.

   
   
   
   
5. Jason Boyce

   

   0 posts
   
   9/24/2013 6:09 AM

   Tyler, well written, and have done (and unfortunately more then once) the same. I agree with you 100%. Managing staff and making tough decisions is one of the most important parts of our job. Sounds like you have a good future.
   
   Jason Boyce
   Smuggler's Glen Golf Course
   Gananoque, Ontario
   www.smugglersglen.com

   
   
   
   
6. Robert Mitchell

   

   0 posts
   
   10/17/2013 5:10 PM

   The best advice I have received from one of my mentors is that the worse thing I can do to my crew is not hold someone accountable for his/her actions

   
   
   
   
7. James Smith

   

   112 posts
   
   10/28/2013 2:10 PM

   Tyler Broderick said: Just my two cents. I am a young super and have only been the boss since January. When I took over, the crew sucked. I was a hard !%@*x& for about the first four months in order to get my expectations met. It took time to weed out the bad employees and wanted to give them all a fair shake. I ended up firing 11 people (only 2 were full time) that were here before me. I made my 3 strike policy clear and stuck to my guns.
   
   Since then I have relaxed. I try my hardest to make sure the crew knows that I appreicate them. We have had maintence golf days, BBQ's, gone for drinks after work on my dime. I think they can tell that I value them and they work hard for me. There have been a few people that I have hired that haven't made it past the 90 day probation period becasue they were cancer, and cancer spreads. I think right now I have the best crew that I have ever seen or been a part of.
   
   As to the type of employees that we in the industrty find/hire, it is a mixed bag. I would agree that a lot of the guys we get are on the lower end of the totem pole. We are a no skill, no education needed, minimum wage employer. I have found a few diamonds in the rough and those guys are the backbone of my crew and ready to learn more, move up, etc. I have learned that I dont think that I can teach anyone work ethic, they got it or they dont.
   
   This is what is I am dealing with right now. I had a irrigation tech when I took over. Back in March he got two write ups and the third was supposed to be the firing. I gave him A LOT of slack because I did think he was GREAT as an irrgation tech and he came from a terrible background and had a ton of baggage. In june, he missed about 4 days of work and was very late at least 8 times citing car trouble. Then he got a new car and swore that he would be my best employee. Well, in July and August he missed about 6 days and was late a bunch more citing medical problems. More slack was given. Earlier this month he clipped the back tire of the ProGator and ruined the wheel, tire and axle on a steel pole. More slack. Then he got into a head on collision with another employee and totaled a different Gator. I fired him after that. He doesn't understand why I fired him and it is my fault for ruining his life. Last night he texted me and told me his car got repossesed, wife left him, and he is going to kill himself and that it is my fault.
   
   All that to say, I should have fired him in June. I feel like I have lost the respect of my crew because they are out there busting thier !%@*x& and I give this other yahoo all the slack in the world. I am SURE that I have shown them through my actions that it is okay to miss work and break stuff and there will be no repercussions.
   
   My advice for the lady with 5 kids with migraines, treat her like all the other employees. It is a bussiness and you pay people to perform a job, if they can not do it find someone else who will. I treated my irrigation tech differently becasue I knew his story and felt bad for him, thats not fair to everyone else. Everyone has !%@*x& going on, everyone deals with life, working is a part of life. Bad employees can become a cancer, and cancer spreads.
   
   Maybe more than two cents, but I think I worte a good bit of this just to organize my thoughts.
   
   Tyler Broderick

   
   Tyler, I only have one piece of advice for you. If your ex-employee did indeed text you what you have said he did you need to make a report with the police. How many stories do we hear about now days where such and such went off the deep end killed others or just themselves and the common denomenator is that no one thought it was important enough to report. This may not be one of those situations but if it is indeed one you may be included in the wrath of it as well as others. In todays world we have to take threats serious. Take your text and show it to a police officer and let them decide what to do. Maybe he just needs help, not yours but true professional help.

   
   
   
   
8. Tyler Broderick

   

   2 posts
   
   10/31/2013 8:10 AM

   I did pass the threatening text message on. I gave it to HR and they contacted the proper authorities. And no he didn't hurt himself.