We hired a new program assistant and as soon as her 90 days are up we discover this chick is bat fucking shit crazy. My program is small with only 3 adminitrative people including myself. She is supposed to support my director and I. Since she has been with us, my director has gone away for a couple of conferences and is currently serving his 3rd week of jury duty. He's missed about 5 weeks of work since she has been here. For the most part, she has been dealing with me. I give her assignments and stuff she comes to me with questions.
Lately other people in our office suite have been coming to me to complain about her nasty attitude. There are lots of short remarks, eye rolling, hair flipping, etc. She flipped out twice on two of our instructors. I pulled her aside and had a talk with her about keeping your cool, not letting your emotions and ego get in the way of getting shit done, etc. I think we are on the same page. We are cool and then I take off for a couoke of days cone back and somehow I am on her shitlist. She's getting smart with me, ralking to me like I am stupid, telling me what I need to do and what she is and isnt going to do, sending passive agressive emails, and just in general has been consistently rude to ke for longer than anyone could be PMSing. I have talked to my director about it. He seems to think she may feel threatened or intimidated by me. He's hoping that it will work itself out, but has said that it will be brought up in her review.
Since we work at a college and we are past her 90 days its pretty much impossible to fire her. Either she is going to have to quit or transfer, but donething has got to give.
Have you made anyone quit? What has worked for you?
1. "For the low price of $247 I'll sell you my Six Degrees To Separation Sta..." In response to Reply # 0
Just read all these sanitized quotes from supposedly satisfied shills-er, customers, distract yourself with pictures of my entry level BMW parked in front of my entry level mansion (both purchased at police auctions), and three 'Hollywood Five' level girlfriends, and you'll know success is only three dollars less than $250 away!
If all else fails, I will save this one for April 1st. So if it doesnt go over smoothly and we habe to go to hr, i cam just say it was an april fools prank.
5. "Your director needs to man-up and shut this shit down" In response to Reply # 0
He better assert some authority up in there. Inmates are trying to run the prison. I'd talk with him again about cultivating a positive work environment.
Judging by what you wrote, that jawn isn't going to listen to anyone except for people that can cause her pain. Some people are basic like that.
11. "referenced were checked" In response to Reply # 9
They just said really cryptic shit like she is very focused on work and does not socialize. What they actually meant was she is a bitch and is not capable of developing a positive working relationship with anyone...they were practically begging us to take her off their hands. Other references were non-supervisory work contacts or personal contacts. The only other person who passed the test and qualified for the search tried to lead a prayer circle before the interview started and memtioned god/church multiple times during the interview. So we had to pick someone. Or be without an assistant for another 6 months.
The only >other person who passed the test and qualified for the search >tried to lead a prayer circle before the interview started and >memtioned god/church multiple times during the interview.
auragin_boi Member since Aug 01st 2003 20939 posts
Wed Feb-25-15 10:41 AM
14. "What do they pay your HR department for? lol" In response to Reply # 0
>Lately other people in our office suite have been coming to me >to complain about her nasty attitude. There are lots of short >remarks, eye rolling, hair flipping, etc.
^^^Verbal warning (professionalism)
>She flipped out twice on two of our instructors.
^^^Written warning (conduct)
>I pulled her aside and had a talk with her about keeping your cool, >not letting your emotions and ego get in the way of getting shit done, etc.
^^^Good counseling. Should have been documented on top of written warning.
>She's getting smart with me, ralking to me like I am >stupid, telling me what I need to do and what she is and isnt >going to do, sending passive agressive emails, and just in >general has been consistently rude to ke for longer than >anyone could be PMSing.
^^^Second written warning (insubordination)
I have talked to my director about it. >He seems to think she may feel threatened or intimidated by >me. He's hoping that it will work itself out, but has said >that it will be brought up in her review.
^^^By the time her review rolls around, she should be on a PIP (performance improvement plan) and notified that strike 3 is a termination event.
>Since we work at a college and we are past her 90 days its >pretty much impossible to fire her. Either she is going to >have to quit or transfer, but donething has got to give.
I suppose this makes the process a bit harder but I'm sure there are guidelines for disciplinary actions. HR should have been consulted the minute you received multiple reports of her attitude. She's too new to not have that red flag fly. 90 days or just past it. 6 months should be the 'all clear' marker for most employees.
>Have you made anyone quit? What has worked for you?
Be careful here. You don't want to get into hostile work environment situations. My advice as an HR professional...find the thing about the job she dislikes the most and feed that to her constantly. From there document any poor performance or insubordination stemming from it and pull HR in VERY early to get that process started. If she feels like she hates the work or is being set up to fail, she might quit on her own or it might get to a point where she messes up enough to get let go.
thanks for this info. I sort of left it to my director to decide if we should be bringing HR into this situation. I have never had to deal with this kind of stuff before and my director can be very forgiving and passive. He is great at other stuff, but drawing a line in the sand is not his strong point.
18. "90 days means nothing " In response to Reply # 0
Is this a union house and/or Is this an at will state
As an at will employee she could be terminated at any time even after the 90 day period as long as the reasons aren't discriminatory in nature
The 90 day probation period is primarily for the employers benefit in avoiding an unemployment compensation claim charge to their record. ***************************************** huh
19. "It is pretty difficult do get rid of people here" In response to Reply # 18
They just like to move them around. There was a guy whonwatched porn at his desk and got caught on several occasions. His punishment--he's not allowed to be in his office alone with the door closed.
We had another assistant that another program was actively trying to get rid of, and it took over a year of documentation. We are an at will employer state, but there is a union here.
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