Stargrower Posted November 4, 2014 Share Posted November 4, 2014 I have a member of staff employed as maternity cover. The person she is covering has decided not to return to work. The maternity cover person has caused quite a few issues and has had a disciplinary warning in the past (I have posted about her before!). Today during the two hours she was supposed to be doing her paperwork (Tapestry), she spent most of the time on Facebook or other internet sites. I have printed off the internet history showing what she was looking at. I am going to talk to her tomorrow but I'm not sure how to approach it all. This person lies very, very easily and I know she will have a whole list of excuses, even though I have the evidence in black and white. Should I just tell her I'm not offering her a permanent job and give her a month's notice? Until today, I was going to say I was advertising the post and she could apply if she wanted to, but today's behaviour was the last straw... How would you deal with this? Quote Link to comment Share on other sites More sharing options...
belle06 Posted November 4, 2014 Share Posted November 4, 2014 Hi i would advise that her performance and attitude was not up to required standards I'm guessing from your post and mention of disciplinary in the past issues with her have previously been addressed so would just inform her that she would not be offered a permanent position I would pay her a months notice and ask her to leave immediately sometimes better to pay them the months notice than have them in the building causing problems good luck Quote Link to comment Share on other sites More sharing options...
SueJ Posted November 4, 2014 Share Posted November 4, 2014 To be brutal I wouldn't touch her with a barge pole - she is I assume on either a temporary or fixed term contract so when it ends just wave her goodbye. Being employed on maternity cover was an ideal opportunity for her to show you just what a super star she is and to impress you sooooo much that you would be begging her to stay - if this is her impressing you I'd hate to see her standard of work once she got her foot in the door <_< 4 Quote Link to comment Share on other sites More sharing options...
sunnyday Posted November 4, 2014 Share Posted November 4, 2014 To be brutal I wouldn't touch her with a barge pole - she is I assume on either a temporary or fixed term contract so when it ends just wave her goodbye. Being employed on maternity cover was an ideal opportunity for her to show you just what a super star she is and to impress you sooooo much that you would be begging her to stay - if this is her impressing you I'd hate to see her standard of work once she got her foot in the door <_< I'll second that....... Quote Link to comment Share on other sites More sharing options...
Guest Posted November 4, 2014 Share Posted November 4, 2014 i'll third it. GET RID!!!!!!!!!!! Quote Link to comment Share on other sites More sharing options...
Guest Posted November 4, 2014 Share Posted November 4, 2014 Oh dear, poor you. Do you have a 'use of internet' policy - ours forbids the use of social media on school equipment, and sets out that school equipment being used for personal use (arguably as I am now) is done outside of school time. Whatever, you don't need this millstone and neither do your children - HR stuff always seems to take up a huge amount of time and emotional energy. If you can, the pay a month's notice and leave now' sounds like a good option. Can you have someone sit in on your meeting as a 'note-taker'? good luck Quote Link to comment Share on other sites More sharing options...
Amina_Hussain Posted November 4, 2014 Share Posted November 4, 2014 Hi, Just a thought if you do decide on giving her her notice now rather than wait for the end of her contract, you will have the evidence of her poor performance to refer to if she were to ever request a reference!! Good luck, its not nice dealing with difficult staff situations Quote Link to comment Share on other sites More sharing options...
tish501 Posted November 5, 2014 Share Posted November 5, 2014 Have just had to do that...needed to fill the shoes of an excellent lev 3...with what we thought was another excellent lev 3 straight from another setting....oh how wrong we were......if i say we had to sack her after 5 weeks.....enough said..glowing cv...none of which came to light.....we worry how she stayed at previous setting for 5 years........ Quote Link to comment Share on other sites More sharing options...
narnia Posted November 5, 2014 Share Posted November 5, 2014 Therein liespart of the problem......previous employers will sometimes give a glowing reference so they can get rid of staff quickly. But yes, Stargrower.................get rid Quote Link to comment Share on other sites More sharing options...
Stargrower Posted November 5, 2014 Author Share Posted November 5, 2014 I have! She's gone! Not much reaction, certainly no remorse. She's been paid and her P45's in the post. Thank you everyone for your help and advice! 2 Quote Link to comment Share on other sites More sharing options...
sunnyday Posted November 5, 2014 Share Posted November 5, 2014 I have! She's gone! Not much reaction, certainly no remorse. She's been paid and her P45's in the post. Thank you everyone for your help and advice! Yay! Well done you - now 'onwards and upwards'! :1b 1 Quote Link to comment Share on other sites More sharing options...
Fredbear Posted November 5, 2014 Share Posted November 5, 2014 Well done to you. You need people as part of the team you can trust, good luck in finding someone. 1 Quote Link to comment Share on other sites More sharing options...
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