Latest posts:
Rate this!
Steve Brown
Member - 3 posts
Anne
Thanks for your response, it made me think hard about the real problem and I suppose it comes down to the fact that I believe in paying well to get the best and with all my other staff I reap the benefits of that in terms of their commitment. In this case with the cleaner she is paid 12.50 per hour (which is probably what you would pay an agency for a cleaner) and what irks me is that the cleaning of cups etc is an irregular thing because more often than not the staff wash up their own cups, plates etc.. I'm not getting that little extra that I get from all the other staff for being well paid.
Perhaps bottom line is that my expectations with this type of role are just unrealistic.
It seems from what you are saying that whilst I might not like it I'm going to have to lump it.
Rate this!
Steve Brown
Member - 3 posts
We have a cleaner who works 3 hours per week. She doesn't have a contract of employment but is on our payroll and has worked for approx two years. The quality of her work is generally satisfactory, however, I have had problems with her stretching back for some time with the washing up of mugs, glasses and plates (we are a small office with eight people). To cut a long story short she doesn't like doing it and when we have talked about it she claims that I misled her about this side of the job when I interviewed her; that is not the case as our previous cleaner did everything, so we have a situation where we have agreed to disagree. I want to replace her but am concerned as to whether she has employment rights (I assume so). Can I terminate her work immediately and look for another cleaner or do I have to go through a disciplinary process? Also, can I cut her wages as in my view the job she was hired to do is not being done completely?
Rate this!
Steve Brown
Member - 3 posts
I need to make a position redundant, partly as there isn't enough work to justify the position and partly because I need to cut costs. The employee in that position has been employed for 10 months. Do I need to follow normal redundancy procedure i.e. a period of consultation, or can I just go ahead and make the position redundant. To put this into perspective I run a small business with 8 employees and this position is an administration one. The employee in that position works to an acceptable level but is not capable of undertaking any other role within the company.
0 (0)
