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Original poster

WWYD: Team member accidently sent me a...mail

463 replies

Junestepe · 15/05/2024 21:11

WWYD: Employee accidently sent me voice note via TEAMs outlining how they were hungover in work today. They were supposedly WFH and didnt attend team meetings were uncontactable for large parts of the day, they provided excuses BUT they just accidently sent me a voice note meant for a friend detailing their hangover and elaborate cover story for not attending meetings/not working today!!!

Employee is senior, established team member who can go rouge from time time but over all is a solid performer.

WWYD: How do I handle this? Person works full time remote. I don't want to fire them...don't want to involve HR..but I want deal with this appropriately and send the correct message so the incident is never repeated. I'm a new manager so your advice appreciated! Thank you

OP posts:
ilovesushi · 16/05/2024 00:12

If you are their line manager, then a brusque note to say "I don't think you meant to send this to me." If you are not their line manager then just leave it.

whiteboardking · 16/05/2024 00:16

Sapphire387 · 15/05/2024 21:13

Just write back and say 'was this meant for me?'

They'll be mortified, and will know you're on to them.

This. They'll learn lesson

whiteboardking · 16/05/2024 00:18

If you want to make it a bit more formal suggest 'based on your incapacity to work maybe put this down as sick leave?'

Shakespeareandi · 16/05/2024 00:21

Where do you all work where this would be OK? He is paid to do a job, not messing about "WFH" making up fake excuses why he can't attend meetings. If he is so hungover that he can't work, then he should have used a sick day. He has not done his job and then messaged his work mate about it. I definitely wouldn't just leave it. I'd just say, "got your message, as you have been too unwell to work, let me know if you are taking sick leave or annual leave." As for PP saying when are companies going to realise people are not robots. At least be honest and call in sick. Or, have a shower, a coffee and get on with it.

vdbfamily · 16/05/2024 00:21

chocolateisavegetable · 15/05/2024 21:28

You could reply asking if he’d like to use half a day’s annual leave for today

I think this is a good approach. It gives him the opportunity to put right the fact that he had been paid for a day where he did sod all but actually pretended to be engaging when he was not.

hohohowheniscmascoming · 16/05/2024 00:32

Will it be obvious it was sent to you? If you let it go they and their pal will think you're a pushover.

Already a hint of disrespect in their action plus phoning a friend to gloat about it. Don't try to be the "cool teacher" you're their manager

It's not about the hangover it's about pretending to work. I would be having a conversation about trust and respect

HidingFromDD · 16/05/2024 00:36

I’m assuming you’re his new manager? I’d have a 121, raise as a ‘non productive day’ and that any further incidents would need to be tracked as a sick day. The fact that you’ve said he goes rogue at times means this is unlikely to be an isolated incident and, as a new manager, it sounds like he’s taking the piss a bit. Make sure you document the meeting and keep on file but don’t mention the voice note unless you’re intending to take the formal hr route. If hr know you received it and took no action you could also face disciplinary measures.
and for everyone saying ignore it, this is exactly why so many companies are trying to get people back in the office. IME the vast majority of people who work from home do genuinely work but there’s a few who think it’s an excuse to kick back and not do what they’re paid for, ruining it for everyone

TheGreatestSecretAgentInTheWorld · 16/05/2024 00:42

@longdistanceclaraclara I also work in an engineering company with a zero tolerance for D&A, and with random testing. He'd be out of the door faster than you can say "For Cause Testing - please wee in this bottle."

Thevelvelletes · 16/05/2024 00:43

I'd say don't think that was for me.
Have him in for face to face, then inform him on this occasion purely as one off it's off record but any repeat will be put to HR etc.

CJsGoldfish · 16/05/2024 02:52

I'd set up a online meeting with the staff member and address it that way.
Ask that they take leave for the time wasted and make it clear that any future inability to work requires the appropriate leave request.
No need for any unnecessary drama. Set the expectations now and show them that you are fair but won't accept shit like this again

shearwater2 · 16/05/2024 02:54

Bunnyannesummers · 15/05/2024 21:14

’employee is a solid performer’

then just leave them alone and let it go

Yeah quite.

Fraaahnces · 16/05/2024 02:58

This needs to go to HR. It’s out of your hands. If they’re a good performer, it’s likely they will be given a shit-scaring, “We should be firing you…” conversation, but will be given a “No more second-chances” performance review that they need to sign.

coxesorangepippin · 16/05/2024 03:04

Employee is senior, established team member who can go rouge from time time but over all is a solid performer

^

God just let it go. They fucked up. Who cares.

Just move on

BananaLambo · 16/05/2024 03:39

I don’t think you should be asking him to take leave because you can’t enforce that if he says no, unless there are regulations where you’re somehow able to force people to take leave when you want them to. I don’t think you should be reporting him to HR unless you want to get rid of him, because this would be gross misconduct and lead to his dismissal. If he’s a good performer, particularly if he would be difficult to replace, I’d call a Teams meeting and read him the riot act and make sure it didn’t happen again.

It would be difficult of you to prove he was actually so hungover he couldn’t do his job. It would be quite easy for him to say he was just showing off to his mate but actually had a bad case of diarrhoea and was too embarrassed to tell anybody. The burden of proof for gross misconduct is quite high and unless you do something like triangulate with a breathalyzer result or a witness statement all you have is a voice message which can easily be denied.

Aswellisnotoneword · 16/05/2024 04:17

Normally if one of my team members messaged me to let me know they were unwell and hadn't been able to attend meetings or get any work done, I'd reply with something sympathetic and put them down on sick leave for the day.

In your case I'd probably do the same - i.e. play dumb and pretend I hadn't realised this colleague's message was an accident and just act normally, as above.

MountCaramel · 16/05/2024 04:59

This should be taken as an unpaid sick day and not paid annual leave. Why should he be paid for having a hangover? If you hit him where it hurts, his wallet, he'll be unlikely to repeat it.

Bansheed · 16/05/2024 05:09

My initial reaction was meh. But I think the considered response is to reply suggesting he needs to take a day's leave. That would be firm but fair. I would also warn him that if happens again you will raise an HR case.

My reasoning is that, if he knows you have the message, it gives him a green light to do it again. He also has form, as a 'rogue'.

There should be a repercussion to guide future behaviour and establish your management style.

HelpMeGetThrough · 16/05/2024 05:20

Easy one. Follow up with "make sure you double check who you send things to in the future. I'll be booking in a days annual leave for you."

Bigredpants · 16/05/2024 05:29

chocolateisavegetable · 15/05/2024 21:28

You could reply asking if he’d like to use half a day’s annual leave for today

Exactly my thoughts. A compromise. Plus the meeting.

I am a junior manager and I am sick of the senior ones who don’t lead by example. Want to squeeze as much as possible out of the operational staff but don’t abide by the rules they set.

Willmafrockfit · 16/05/2024 05:32

new manager, @Junestepe dont you have a colleague to ask, or a senior person of trust

Thirdsummerofourdiscontent · 16/05/2024 05:42

Weigh up how much he brings to the table. People who do better than others in their role and generally make my life easier get more leeway from me.

DomPom47 · 16/05/2024 05:42

TeaMistress · 15/05/2024 21:14

You need to involve HR and follow appropriate disciplinary processes. What you describe is gross misconduct. I know you may not want to but if you let this behaviour go unchallenged then the member of staff will think they can walk over you and get away with doing this again. You will never be able to trust them again.

Agree with this information.

OP you said you’re a new manager and want to send a strong message going through HR is the strong message of you following protocol. This is for HR to deal with.

ZekeZeke · 16/05/2024 05:46

Junestepe · 15/05/2024 21:11

WWYD: Employee accidently sent me voice note via TEAMs outlining how they were hungover in work today. They were supposedly WFH and didnt attend team meetings were uncontactable for large parts of the day, they provided excuses BUT they just accidently sent me a voice note meant for a friend detailing their hangover and elaborate cover story for not attending meetings/not working today!!!

Employee is senior, established team member who can go rouge from time time but over all is a solid performer.

WWYD: How do I handle this? Person works full time remote. I don't want to fire them...don't want to involve HR..but I want deal with this appropriately and send the correct message so the incident is never repeated. I'm a new manager so your advice appreciated! Thank you

If they report into you I would reply do you want me to out you down for an annual leave day today
You are new in the role. Don't be taken for a mug. Start as you mean to go on.

Dobest · 16/05/2024 05:53

They were supposedly WFH and didnt attend team meetings were uncontactable for large parts of the day, they provided excuses

Pretending to be at work, claiming pay for it and lying.

That sort of fraud is gross misconduct.

PaminaMozart · 16/05/2024 05:55

HidingFromDD · 16/05/2024 00:36

I’m assuming you’re his new manager? I’d have a 121, raise as a ‘non productive day’ and that any further incidents would need to be tracked as a sick day. The fact that you’ve said he goes rogue at times means this is unlikely to be an isolated incident and, as a new manager, it sounds like he’s taking the piss a bit. Make sure you document the meeting and keep on file but don’t mention the voice note unless you’re intending to take the formal hr route. If hr know you received it and took no action you could also face disciplinary measures.
and for everyone saying ignore it, this is exactly why so many companies are trying to get people back in the office. IME the vast majority of people who work from home do genuinely work but there’s a few who think it’s an excuse to kick back and not do what they’re paid for, ruining it for everyone

I agree. Especially this:

this is unlikely to be an isolated incident and, as a new manager, it sounds like he’s taking the piss a bit lot

@Junestepe - the pattern you set now will determine your likely success in managing your team. If word gets around that you are a pushover, you'd be toast.