worker trashes new 066

[Wolf66]

I have this guy who has worked for me for 5 years now. He never missed 1 day of work, never has been late, but I recently found out that he has been drinking beer before he comes in to work in the morning, keep in mind that we start at 6:30 am every morning. Now I caught him with the stinky breath, and told him to stop, get help or find a new job. One of my other guys told me that today he was PO and took a brand new 066 and cut through a rock, and then became angry and threw the saw down a hill of rockledge. I cleaned the saw up to find that the gas tank is broken (cracked), the oil and gas caps are broken, the half wrap is torn and there are dents, scratches, cracks , and scuffs all over the saw. The saw has about 10 hours on it and I am sure all this can be fixed but I am outraged. My wife always has liked him for being reliable wich I cant say for all the guys who have worked for me, and doesn't want me to fire him but rather give a option of having the saw fixed and deducting from his pay to cover the repairs. He has always been rouph on equipment, but this was intentional + the drinking problem. I am not going to contact him over the weekend and think things over to decide his fate on MON. Just wondering if anyone would like to give me there opinion on what you would do?

 

[TimberMcPherson]

Thats tough. If he is worth holding onto I think you want to go to a mediator about it, doesnt have to be a pro but perhaps a third party such as another arborist from another company.
Obviously he has issues if bringing it up like that earlier brought that kind of reaction. Pushing him is just going to make things worse.
I think your options are mediation or just let him go. Getting on his case might mean the 066 going through the chipper next time.

Timber

 

[shooter]

Hi Wolf,

Not the run-of-the-mill chainsaw question, but you surely will get a number of replies & a variety of opinions!

Short answer is your wife has a very practical & workable solution to your problem.

Compare buying a replacement chainsaw with the costs & time to interview, hire & train another employee.

If this guy is an asset to your business, it's to your $ advantage to give him a chance to redeem himself. If he can't or won't, than you need to fill his slot with someone else that has potential.

Good Luck - Fix'n chainsaws is easier than fix'n people!

Mike

 

[shoot501]

Everyone looks at things in a djfferent way, if someone trashes my equipment on purpose I take it that they are trying to hurt me. There would be do doubt in my mind, He's history. But again everyone has their own way of looking at things and I sure don't know the whole story. Good luck on this one, Larry

 

[Stumper]

I would be inclined to send him packin' but your wife may be right. I guess I would probably consider keeping him if he shows some remorse/takes responsibility. If not....ciao!

 

[Jacob J.]

If the guy is coming into work with beer on his breath or has in the past and you've allowed him to work, then you have violated your worker's comp. and/or local OSHA or other industrial safety guidelines and you can be held personally liable for any accident this guy has been/ or was involved in. He should have been gone long ago.

 

[gatkeper1]

He needs help
He signs himself into a detox program.
He pays for the repairs to the saw.
If he completes the program successfully you allow him to return to his job.
If he drinks again you fire him.

 

[sedanman]

I would treat him as if nothing happened, let his actions monday decide his fate. If he comes to work with a chip on his shoulder or beer on his breath launch him. If he makes an efffort to make things right, let him. In his mind he may only owe you an apology, if that's all he offers, accept it as payment in full. As the owner of the company you have the most to lose if there is an accident and one of your crew is discovered to be impaired, drinking on the job cannot be tolerated. You worked hard to get where you are, are you going to let someone wash it away with a few beers?

 

[Newfie]

"Compare buying a replacement chainsaw with the costs & time to interview, hire & train another employee."


Just make sure you weigh the costs of benevolence and understanding toward this employee against those of the security and well-being of your family. Who comes first in that situation? Helping your fellow man is well and good, but shouldn't come at the risk of your family's security. This guys irresponsible actions could eventually cost you EVERYTHING! He needs to clean up his act now, or hit the road.

 

[MasterBlaster]

Originally posted by gatkeper1
He needs help
He signs himself into a detox program.
He pays for the repairs to the saw.
If he completes the program successfully you allow him to return to his job.
If he drinks again you fire him.

The PERFECT answer!

This is the wrong business for drunks to be in. This time its your 066. Next time it could be worse!

 

[TonyM]

I think you in your heart you know the answer, but are looking for an easy way out. Sometimes there isn't one. There is an example of this very thing in a book I recently read called Monday Morning Leadership. In this book, the boss found out one of his star employees was drinking on the job, which was in clear violation of company policy. The mentor in the book suggested this: First make sure the employee understands what is acceptable and unacceptable, and make sure that standard is applied to everyone equally. If it happens again, the employee needs to be terminated. The boss in this book learned that his other employees had known of this drinking issue long before he did, and they were watching and waiting to see how he would handle it. By handling it in the right manner, the boss gained the respect of his employees, as well as reinforced the importance of following company policy.

 

[Wolfcsm]

I think that Gatkeper1 has a workable solution. Your employee has apparently done ok in the past. Start by making sure he knows that you do feel that way. Then make sure he knows that there is but one solution that will allow him continued employment with your company:

He needs help
He signs himself into a detox program.
He pays for the repairs to the saw.
If he completes the program successfully you allow him to return to his job.
If he drinks again you fire him.

I would document everyting said when you talk to him. I think that I would offer to take him to the detox program and be there as needed to support him during his time in detox - show your commitment to him.

But, when all else is done and he shows up for work having had a drink, he needs to go at that moment. No second chance. There is a limit to the support a drunk can have from their employer.

Hal

 

[SilverBlue]

I really hate to get into a discussion this serious without hearing the story from both sides. Obviously your worker has shown loyalty in the past and showing up at 6:30 AM with alcohol on his breath is not something to be taken lightly.

But Wolf now you as the boss will be judged as to how you handle this problem, are you a leader or a cold hearted businessman? The guy does need help and support, not to be left out in the cold to fend for himself. Personally I would hear his side of the story and see what I could do, but on the job if anyone drinks they don’t work.

 

[ricksvar]

So far his frustration has been taken out on equipment,that could change anytime.

A good employer and employee take care of each other,a mutual care and respect.This employee has lost this attribute and become a threat for those around him.I can't think of anyone that,in his right mind,would want to work with a drinking man slinging a 066.

As an employer you should only have the well being of your company and employees foremost on your mind.This man has earned your respect over the years but lost it now.You have to deal with now,today,and what may happen in the future(under his present circumstances)should he remain in your employment.

The least I would do would be a leave of absence without pay.Check with the local chamber of commerce or other agency and find out what programs may be available in your area to help a business deal with employee addiction.If you have the compassion you can still care for him even though he has lost concern and respect for you and his fellow employees.No matter how much concern you may have for his problem,he is the only one that can correct his addiction.

Watch your back,
Rick

 

[HUSKYMAN]

Since he has always been rough on equipment it shows a continuing lack of respect for you and your property. When I work for my buddy I treat all his saws and equip just like they were my own.

Also I have supervised many suspected drunks in the trucking industry, experienced the mood swings, intentionally damaged equipment, etc. Unfortunately they were union and I usually didnt have hard proof of their actions, so my hands were tied.

As Brian said, this will probably go on for years. My boss always thought is was too hard to find another driver. Too hard to train another guy, so the same crap kept happening year after year. You need to whack him as he has some serious emotional problems, and maybe the loss of his job will shock him into looking at them.

He is unsafe, especially in this business, he has always been rough on equipment, and now he intentionally wrecks things.
How would the chipper like a few handfuls of stones, or the bucket truck like piss in the hydraulics for the next ten weeks while the costs are being taken from his check every Friday?
Can him

 

[Wolf66]

I would like to thank everyone for the replies to my post. Wow; so many replies overnight tells me that all you guys at this forum are truly interested in helping out a fellow arborist; in addition its nice to see people in the green industry helping eachother out.
Just to clear up one issue on a reply; The day he came in with the beer on his breath, I did send him home, it was the next day that he was not drinking that the incident took place. Before I opened my company 7 years ago I was a park ranger for County Police and have family on the job here in NY. I was straight foward in telling him that I was going to test for him on the following day and had my uncle stop by to have him blow in a tube. I am married with two wonderful children and will never knowingly take a chance of destroying our life away for allowing a employee to be itoxacated on the job. Our job is dangerous enouph already. I am curently out with a injury myself wich is why I was not present on the job site on Friday. I meet them in the morning and send them to the job, keeping in mind that my other guy's are keeping a watch and one of those guys that is now going with the crew is my older brother.I would also like to add that you all have very good points and when my wife returns from shopping , She will also read the posts. Sometimes thats what is needed; her to see so many others with thier valued opinions. So thank you again.

 

[sedanman]

Wolf66, Where in NY are you?

 

[Crofter]

You threw him a roadblock with your breath test and he retalated with the equipment damage. No sign of remorse here. That is not a positive attitude. I think attitude is key! If you think you can change an attitude, just try changing your own. As far as being reliable in the past, that was only so he could continue drinking. Continue heavy drinking long enough and the reliability part eventually becomes impossible too. It is downhill till you bottom out. Gotta vote with Rocky Squirrel on this one. Someone mentioned "watch your back". Definitely have a witness with you when you talk to him.

Frank

 

[cattywampus]

quoted:
----------------------------------------
Originally posted by gatkeper1
He needs help
He signs himself into a detox program.
He pays for the repairs to the saw.
If he completes the program successfully you allow him to return to his job.
If he drinks again you fire him.
---------------------------------------

If you think he is worth it (it seems like you and your wife might) then I agree with this. As you know, you can't have someone with alcohol on your jobsite. That's an accident, a lawsuit, a business closure, etc. just waiting for you. You know this though.

So on Monday morning, send the crew out, keeping him back. Take him into your office, sit him down and politely yet bluntly tell he has a problem (AA or groups may have advice on the best way of telling someone this) and that if he wants to continue working with you, he needs to get help. If he gets defensive, etc, he's probably not ready for help and you need to terminate him immediately. As much as it stinks that have to foot the bill for the repair at that point, it's worth it.

Just remember the meeting isn't a negotiation. If he accepts what you're saying, then if you're willing, help find a program etc.

Someone mentioned working for a union trucking company and having this problem with employees. I worked for a very large union package delivery company (think brown trucks) for quite a while and I was a union steward for much of that time. The company was quite good at spotting people under the influence and using the proper procedures to take them for an immediate pee test. If an employee was found "intoxicated" at this point, the company had grounds for immediate dismissal. Quite often though, they would allow the employee one chance to get into a detox program (the company paid for it) and then keep tabs on the employee. I would also keep tabs on these people and I was surprised at how well this approach worked. They were usually very thankful that the company helped them by forcing them to get help or go packing.

I wish you luck and I think you'll do the right thing.

 

[MasterBlaster]

Drunks=Junkies=Trouble!