Dilemma - Bad-mouthing Employee

[wilfredw]

We are close to acquiring the hairdressers I mentioned in my last post. This is a managed business with the owner employing hairdressers to do the work. My problem is the main hairdresser. She bad-mouths the owner to clients, tells them that the business is about to close and has no future whilst still collecting her wages at the end of the week. I’ve also observed that they make excessive use of the materials to do their own hair (several times a week). She got wind that I intend to purchase, pulled me aside and strongly advised me not to buy for the reasons mentioned above. My questions, if we do go ahead:How do we handle her?

Wilfred

 

[DuaneJackson]

dismissal for misconduct? It's what I'd probbaly do, but that's probably the easy way out.

IF you did take this route would you have a mutiny on your hands? Is she vital to the day to day running of the business?

 

[Top Hat]

Don't make a quick decision.

Wait and work with her for a couple of months.

 

[Stephen]

Sounds like it could be a case of disciplinary proceedings. Check the existing HR policies (worth doing before you purchase the business) and then consider taking her along the disciplinary route.

If you're aware of issues, dealing with them sooner rather than later is generally advisable, even if only on an informal (but documented) basis at first.

If there aren't any policies (and perhaps contracts of employment) in place, feel free to PM or email me and I'd be happy to advise.

Best wishes,
Stephen.

 

[Jayne]

From my long experience having many staff over the years is get shut of her, there are lots of other good hairdresses out the wanting a job, find one. If you keep her, she will cause you no end of trouble. Plus using products without paying for them is steeling and is a sackable offence. We have had staff like this before and feared the mutiny ourselves, but you will find the other staff are more bothered about loosing their own jobs, than that of a bitchy cow.

Jayne

 

[Stephen]

I agree with Jayne that such an employee can cause real problems for a small business.

Something I should highlight though is that it appears that the previous employers have allowed her the use of a reasonable amount of product effectively as a staff benefit. It's the fact that it's perhaps become unreasonably excessive that is causing a problem. If this is the case, summarily dismissing the employee would probably be contentious, unless they were warned that their behaviour is unreasonable (but continued their excessive use).

It all depends on whether the previous owners knew about and allowed her the use of products as a benefit. If so, it can't really be considered stealing.

 

[Marina Stone]

She bad-mouths the owner to clients, tells them that the business is about to close and has no future whilst still collecting her wages at the end of the week.

Perhaps the current owners do not keep their staff informed on what is going on, therefore the staff make their own assumption which in this case is negative. I can understand she is worried about her income, however all she has to blame is the owner. This may well have developed from frustration into a grudge!

If you take over the business I would start by reassuring her that her job is at the moment safe. Don't forget she already has relationships with your potential customers and it will be down to you to determine whether these relationships are good! Therefore I wouldn't terminate her employment just yet!.

I’ve also observed that they make excessive use of the materials to do their own hair (several times a week).

Perhaps they are allowed! Otherwise it's theft in my opinion, however I'm not an expert of HR.

Agony Aunt...
Marina

 

[wilfredw]

Thanks everyone. I have another meeting this evening and we will certainly bring in some of the points suggested.


WW

 

[BMS]

Just an idea and I'm sure the HR boffs will reply but if this is to be a new busines, as you are the new owner, will any existing contracts of employment still be valid ? Or will they need new contracts and hence you can decide not to re-employ ?

 

[Stephen]

I'd say it's unlikely - TUPE (transfer of undertakings and protection of employment) would normally apply.

 

[SillyJokes]

Is she good at her job? If she cuts hair well then surely you could talk to her about the other issues.

It is hard to recruit and you might end up with someone who can't cut hair which would be worse for your business.

If someone makes a gentle complaint about the bad mouthing and then you could use this as an opportunity to gently explain it is not acceptable - if you can't face bringing it on yourself.