This manager faced a dilemma when one of his employees was consistently late to work without giving notice. After a warning and a formal reprimand, the employee filed a complaint against the manager for harassment. The manager then dug through records and found evidence that the employee had been late multiple times before, leading to the reinstatement of the formal reprimand. However, the manager’s decision has caused some to label him as a harda**. What do you think? Was he justified in firing the employee or did he take it too far? Share your thoughts in the comments below.
Chronic lateness at work: when to draw the line ⏰
Manager sets clear expectations for employee lateness with empathy
Chronic lateness leads to reprimand and suspension warning ⏰⚠️
Employee lies about chronic lateness and files harassment complaint
HR’s skepticism makes manager withdraw reprimand – company culture problem?
Digging through records to prove chronic lateness, fired unfairly?
Employee fired for lateness – Manager demands honesty – AITA?
Facing backlash for firing chronically late employee – AITA?
Fired for Chronic Lateness – Right or Wrong?
Is it fair to fire an employee for being chronically late even if it doesn’t affect operations? That’s the question one manager is grappling with after firing an employee who repeatedly showed up late without calling. The employee filed a complaint of harassment and dishonesty against the manager, but evidence showed otherwise. Now the manager is facing backlash from his team and is questioning if he made the right decision. Let’s dive into this tricky situation and explore both sides.
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