Rising Star
Related Posts
How's the hike folks !!
Enthusiast
New to Fishbowl?
Download the Fishbowl app to
unlock all discussions on Fishbowl.
unlock all discussions on Fishbowl.
That was just a preview…
Sign Up to see all discussions
Sign Up to see all discussions
- Discover what it’s like to work at companies from real professionals
- Get candid advice from people in your field in a safe space
- Chat and network with other professionals in your field
Sign up in seconds to unlock all discussions on Fishbowl.
"" is an unusual email domain. If correct, please proceed to the next step
Messaging rates may apply
This site is protected by reCAPTCHA and the Google Privacy Policy and Terms of Service apply.
New to Fishbowl?
Download the Fishbowl app to unlock all discussions on Fishbowl.
Share
Embed this post
Copy and paste embed code on your site
Preview
Download the
Fishbowl app
Scan your QR code to download
Fishbowl app on your mobile
Sign up for free to view this conversation on Fishbowl
Sign up for free to continue using Fishbowl
Messaging rates may apply
Clearer communication wouldn't have prevented this. More rigorous hiring standards might have, but even that doesn't guarantee anything. Some people just don't care about professionalism.
Rising Star
I get your point. Accountability is non-negotiable, and even strong hiring standards don’t fully eliminate situations like this. That said, the escalation is what caught me off guard, not the policy itself. It made me reflect on whether tighter upfront alignment could reduce friction when expectations break down.
In your experience, do escalations like this usually come down to hiring gaps, or are they just an unavoidable part of people management?
Was this employee hourly or salaried? To me it sounds hourly, which makes pay for hours work straightforward.
Agreed expectations and policy should be provided to new hires upon on boarding, including providing the employee manual and any other guidelines or policies for their review and their signature acknowledge that they have received and will abide by the policies. Additionally, go over the general areas of employment at new hire orientation and then allow them to ask any questions. This way they have had many opportunities to clear up any questions and you have their written acknowledgment of company policies.  
Rising Star
Well said and noted . I find this very helpful. Thanks for the feedback
Does the company have an orientation process regarding payroll, benefits, and work systems? Did the employee receive a handbook? It sounds like this could all be avoided if there is an onboarding process.
Rising Star
Well said , thanks for the feedback
Pro
What did it escalate to?
Rising Star
It escalated into a formal complaint that required leadership review and additional documentation, which was disproportionate to the actual time worked. That’s really what triggered the reflection behind this post. Have you seen early-stage issues like this escalate beyond what the situation itself warranted?
The state of the company and the employee matters. In CA I had an employee abandon their job with no notice and we had to pay until they were notified they were terminated. It was several weeks of pay plus accrued vacation time.
Yes, CA does have an abandonment law, however it is the employers responsibility to follow up to reach out to the employee or contact their emergency contact to determine the reason they've not reported to work. After the employers due dilligence, they must prepare and send termination documents and their final pay to notify the employee that their employment is terminated for job abandonment. This needs to be received by the employee by the 3rd day since they didn't give notice of their resignation.