3 thoughts on “Hello world!

  1. Helen

    We recently employed an Office Admin to work 27 hours per week on a 3 month probationary period. She was sent an offer letter stipulating that she would be under a 3 month probationary period, which has signed and returned to us. She started on 25th March 2013 and worked her contracted 4 hours that day, however since then she has not returned to the office due to ‘personal circumstances’. On her first day she informed us was having dental surgery and required Thursday 28th March off – she was informed then it would have to be unpaid leave. However the next day, Tuesday 26th March she emailed us to say us her father had been taken ill and she would not be in. We replied by email asking her to ring in advising if she would be in the next day. On Wednesday 27th March she emailed again to say her father was still unwell and would require the remainder of the week. On Thursday 28th March her line manager emailed her to tell her she should take the following off also (week commencing Tuesday 2nd April) as unpaid leave also to recover from her dental surgery (which did under go on 28th March), and to be with her father. He also informed her that she had not completed enough hours in the office learning the systems etc to competantly assume responsbility in her role whilst her line manager was on annual leave. She agreed to this by replying in a text message. It was then agreed that she should come back in on Monday 8th April 2013. We got an email then 2 hours before she was due to start work informing us her father had died and she required more time off. This was replied to immediately coveying sympathies but clearly stating that she should telephone her line manager asap to establish a return to work date. We had not heard from her as of Wednesday 10th April so we posted a letter and her contract to her stating her needed to sign it and return it ASAP but that most importantly she needed to telephone the office as we had to arrange cover for her absence. The following day, Thursday 11th April, she telephoned her line manager and confirmed that she would work, Mon 15th, Tues 16th, and Wed 18th April but required Thurs 19th and Fri 20th off as it was the funeral. This was agreed by her line manager. Once again this morning (Mon 15th) we have received an email 2 hours before she is due to come in informing us she is still too upset to return to work, and the doctor has adviced her not to return until after the funeral. We feel that her lack of communication, (she has contacted once by telephone once by phone during the two weeks she has been absence) is very poor and we were appauled by the quality of communication she has sent in terms of spelling and grammar. The main reason we employed her was that she could start straight away. Although she has received the contract, we have not had her signed copy back and it is written within the contract that we can dismiss her during her probationary period immediately. I just want to check that we can dismiss someone based on their personal circumstances affecting their ability to commit to the post.

    Reply
  2. Tanya Janney

    First off I want to say great blog! I had a quick question that I’d like to ask if you don’t mind.

    I was curious to know how you center yourself and clear your
    mind prior to writing. I’ve had a difficult
    time clearing my thoughts in getting my ideas out.
    I do take pleasure in writing however it just seems like the first 10 to 15 minutes
    are wasted just trying to figure out how to begin. Any recommendations or tips?

    Many thanks!

    Reply

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