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As a manager, I would first proceed with coaching and teaching. If there’s no improvement or willingness to learn, I would re-assign them if possible. If there’s no possibility of re-assigning, it can be seen as a performance issue ultimately resulting in termination. It depends on the manager and business needs overall. To be honest though, if they applied for a cashier role, they should expect that properly counting change is an essential job requirement. These are criteria’s the hiring manager should’ve been assessing for in the first place.
thats how i learned to count money because my teachers
passed me through even though i didnt understand
once i got a server position that became easier for me
if they applied for cashier and they dont know how to give out change despite the Till has shown them how much change they should give then sorry to say but yes, cause nobody is looking for someone who cant do what they signed up for
I think you should be given a chance! If your on a till it usually does it for you!
Chief
I’d coach them to see improvement. If I don’t, I’d reassign. If they cannot perform an essential function of the job, that is enough to terminate. However, I’m a bit more understanding, so I’d try to accommodate them in another position
They could also have underlying disabilities. I would proceed with caution and perhaps teach them. Keep in mind that cash really hasn't been used by most people the last decade, if they're in their 20's, they would have been in high school when debit cards really took over.