What is the name of your state? Michigan
I am a manager in a restaurant. I made the mistake of hiring a guy to work two days per week as a bartender who is a lawyer for his full-time job. A labor lawyer, no less. I wasn't thinking. Turns out, he isn't the best employee. My company has a handbook. In this handbook, there are A violations, which are offenses that can result in immediate termination. Examples of A violations are theft, coming to work intoxicated, and improper treatment of co-workers, supervisors and guests. B Violations are issues that will require a process before terminating the employee, such as being late for work, poor work performance, etc.
So this guy I hired is crass. Please note that it takes a lot to offend me, as I work in a bar environment. Back in June this guy was disrespectful to me and called me stupid because he didn't agree with the way I do something. I documented him properly, had upper management sign the documentation, and attached a memo to upper management and for his file explaining that I felt this was grounds for immediate termination. Upper management decided to keep him on. A month ago, we had a guest complain about the rude treatment this guy gave them, and I documented this also, as an A violation. Upper management let it go again. During this employee's performance review, I have a whole section explaining to him that he needs to be more professional at work and follow through with our open-door policy if he is unhappy about a situation instead of taking it out in public. And now here we are, one month later and he offended me again on Saturday night. The cercumstances surrounding the event may or may not be significant and I will elaborate if necessary. Needless to say, the employee yelled at me in front of 3 other line level employees of mine and said "I don't give a f*&k about their tips" when I had questioned him about why he had rung an order in under another server's number. I immediately sent him home. I assumed that this was the final straw and that upper management would not allow this guy to work for us anymore, what.. with the history of his offensive behavior to both myself and guests.
Turns out that upper management decided to write him up once again, not for the disrespectful treatment of co-workers, but for insubordination, for ringing in the order after I had spacifically told him not to in the beginning of the night.
And now I have to work with this guy. I keep wondering where upper management will draw the line: does he have to physically assult me before they fire him? I know that many of you who read this are lawyers. Do you think the reason upper management allows this stuff to slide by is because he is a lawyer, and they are afraid of being sued? The offensive employee threatened "see you in arbitration" and has jotted down several times when he had heard me curse and upper management curse. But don't they realize that it is not the cursing that offended me.. it is the way he treated me? It was disrespectful. I would have never ever in a million years spoken like that to my boss. If I did, I am sure I would soon be unemployed.
So now I have to go to work and "manage" this guy who has been allowed to disrespect and humiliate me not once but twice. I am offended at the way the situation was handled, as if I am not important.... that he is more important to me. I don't ever want to cause any harm to my company and i love my job, but I seriously am considering looking elsewhere. Wouldn't it be ironic when I am the one who has to go elsewhere because I don't want to work with someone who is regularly rude and offensive? Any advice?