Would You Fire Her?

I had an employee that I fired once. He was a lousy employee, poor attendance, poor attitude, poor work quality. I was putting together my case to terminate him when he missed work for several days. On his return, he had a doctor's note about appendix removal. When our short term disability provider checked, found out that there was no doctor by that name, doctor's papers were forged.

Truth was, he was injured in a knife fight at a bar. He was afraid I would fire him for his conduct outside of work, he was not arrested, however.

I fired him for falsification of documents. Had he told me the truth, I would not have had grounds for firing him. He made my job so easy that day...

Good for thought: Short term disability is abbreviated STD, same as sexually transmitted diseases. Difference is, some sexually transmitted diseases are not short term, but last a lifetime. Nother case where hobby and real life can get confusing.

Some may argue that the employer has a double standard, but that still doesn't undercut the basic reason for the termination: engaging in unlawful conduct. Originally Posted by awl4knot

You keep tweeking the wording of your argument but it doesn't get any better. It still has the same logic problem as it did in the beginning:

--The right thing to do is fire HER for engaging in unlawful conduct

But

--The right thing to do is keep HIM on the payrole even though he was engagaed in the same unlawful conduct

Huh?

if she was 'my type' ... i might attempt to escalate her 'business'. otherwise i would leave her alone.

I think it IS realistic to think I, or most, would get fired regardless of job performance. Let's take this Weiner guy for example. What did he do? As far as we know, it wasn't illegal. It wasn't even "rehab" worthy IMO. Rehab is a modern day excuse for bad judgement.

When dealing with mainstream America..it is what is is. We deal in a world of hippocrisy. The same guy that will fire me, hired a pro a week ago.

I admit I have not read any of the replies but posting my comments...so if I repeat someone else thoughts I apologize...based on the first op question no I would not fire her in fact I would try and use her side business to improve my own business as well as improve her business..As long as her work on company time is not affected than let her be.....Let her know that should she had issues with gentlemen or LE than would adversely affect your buisness than she would be terminated....