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The associate could be displaying symptoms related to a chronic condition and/or symptoms from medication related to a chronic condition.
Ask yourself if you are prepared to be involved in a discrimination lawsuit as well as a ADA violation.
Be prepared to backup your statement with verifiable facts.
How are you "hoping to confirm"?
Are you prepared for the consequences related in your pursuit to get information on an employee?
What does the company's employee policies say on these matters?
You're free to do what you think is best. You're not free from any consequences.
Hence why I was asking for advice..... new territory for me. I have been sitting on it for months without doing anything about it. Just want to have a smoother workload. As I have said in other comments I am moving forward without bringing it up and solely focusing on the person's bad performance.
I would be focusing on their performance. If they are taking a long time or getting things wrong then I would be focusing on that.
It is effecting their performance. They were unable to do basic tasks the times I have noticed it. I don't want to be an asshole which is why I have sat on it for a long time. But they are also severely underperforming. So do I ignore the fact that they probably were high and just give a bad review based on the fact that they couldn't comprehend addition. Do whatever you want on your own time, but I am not sure how I feel about having to redo a bunch of basic associate work because they got high in the parking lot and couldn't function.
I agree on the job drug use is fireable, but you can’t prove it and creating a rumor or gossip you can’t prove (or may be wrong on) won’t be good for you. I would focus your critique on their performance, which sounds like it’s been bad, and keep them away from client contact.
Good point! Thankfully they make that easy. Can't tie out book income on TR to TB.
There are some health issues that you can not comprehend unless it happens to you.
Sounds like me when I first got sick. I am/was an accountant and I recall sitting at my desk but not being able to remember how to do my job. I could be just like what you described for days and then I would get clarity and work like crazy to to all the work done that I failed to do.
Why don’t you just keep an eye on your own work and leave the conspiracy theories at home. You have no idea what other people are thinking or feeling so please keep that in mind.
Btw, I did have a nervous breakdown due to childhood traum.
Fire him and allocate his bonus to you. No client wants an impaired professional providing advice.
Jokes on you associate bonus are jack anyway lol
Does your firm do reviews of the returns prepared? If so, what's their average error rate? Are they prepping returns timely or somewhat timely? Depending on the answers to this, mind your business. Are you their manager? If not, mind your business.
They aren't high. They are just so exhausted they can't think straight. Give a little slack.
For everyone posting thinking I am on a witch hunt. Haven't done or said anything to anyone. My review simply states how bad the work quality is for their level. I only gave a review since I am required. It also isn't fair for me to lie when there are other coworkers that are doing much better and these reviews impact pay. Unfortunately the work quality is bad for all supervisors, so this person is no longer getting assigned work from a bunch of us.
I think I was asking because I don't want to see this person get let go, and was looking for an easy fix. And tbh, I think I was hoping getting high was the issue because that is an easier fix and wouldn't end in the person being fired. Idk, I have never been in such a crappy situation before and was trying to figure out what to do. But ultimately nothing was or will ever be said other than how bad the person is performing. I just have to compartmentalize and give the facts straight.
Been sitting on it for awhile cause I just don't know what to think or if I should just let it go. Also was hoping to confirm but haven't been able to..
I’ve been in a similar situation and it’s tough. You don’t want to jump to conclusions, but when it starts impacting work, especially with something as serious as tax returns, it’s hard to ignore. I’d probably flag it discreetly to the boss just to cover yourself. Better safe than sorry.
It’s not that deep
Performance reviews. They will either figure it out or get fired but no need to spend energy figuring out if they are high.
No, nothing for you to be concerned about
Okay thanks. That makes sense and is kinda what I have done. I haven't told a person that I think they get high. Just note the performance issues and mention their actions are wierd.
As others have said, keep the focus on the performance. It’s up to them to improve, and if not, the rest will take care of itself. Make sure the low performance is documented in their evaluations as it might be needed later. You’ll unfortunately need to pay special attention to their work product in the meantime, so more work for you and others. Feel free to mention that extra burden to them if you think it will motivate them to improve, and you can also mention the recent decline in performance, but I would avoid making any accusations of drug use.
This is a dumb question. The purpose of this post is probably for attention. Do not waste time and respond.
Dude you are harshing my mellow lmao 🤣
Mind your own business and concentrate on doing your job. If your boss asks your opinion about your coworker then share your thoughts.
The OP is a supervisor of their coworker, which is why they are reviewing their work and noticing the issues. Managing the performance of those under you is part of the job of a supervisor/manager.
i didn't know there was another way to do tax returns...
Nice