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

[Junestepe]

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

I've never taken a sickie when I've not been ill either. But I also realise that people are not automatons and need to be treated like adults.

This isn't acceptable behaviour, but it's one day for an employee who's usually a solid performer. There might also be reasons why they overindulged, you don't know.

If it happens again, that's a different issue.

It has nothing to do with WFH, either. If you had to go into the office you'd throw a sickie. Either way you wouldn't work.

I said this earlier! Is it the fact it’s a senior worker, WFH?!

Honestly if they're otherwise solid and no balls were dropped as a result, I'd pretend I knew nothing.

Everyone has an off day, for numerous different reasons, once in a while.

I’d respond with ‘I’ll put you down for a days annual leave then’

It all depends on the organisation and its protocols.

Id invite to a teams meeting (as works from home) express that this is a misconduct issue but given their record you are willing to overlook this time. That is was not to happen again and that in future if they are too hungover to work they need to call in sick. Just factual and setting expectations.

This is one of those:

"This clearly wasn't meant for me - let's discuss it tomorrow when you're "better"." moments.

Then tomorrow have a conversation with them that this could have been very bad if it had been a different manager who could have taken them straight to a disciplinary for what they've done. Say you're dissappointed, but (assuming they're young-ish) say it's something countless people have done before them, including you if it's true, and they won't be the last. Tell them that you don't appreciate them letting you or the team down for the sake of a hangover, so this is a one time let off. Next time they plan on going out on a work night they need to either be prepared to take the following day off (out of annual leave, not sick), or load up on coffee and bacon sandwiches and suffer the consequences of their own actions.

Make a note on your own records of your conversation.

Why would anyone put an confession of act of gross misconduct into an email?

Must still have been hung over?

No excuse if the management above find out and you have done nothing to protect the companies interests (incl health and safety) , then you are could be considered complicit and may also committing an act of gross misconduct.

Unless you're a doctor or a teacher or something along those lines then you should probably just leave it

Don't manage your team based on advice given on SM.

Should she take that advice though??

Why? The individual was clearly not doing their job, letting people down and getting paid for it.

Oh please . You sound a complete jobsworth .

Going to get my hard hat and make a run from you now … 🤣

@Hoolahoophop the OP actually said they are a solid performer so they are doing their job? They've just had one day where they aren't performing well and they obviously will know that the OP has received that voice note.

If the OP suspects they are doing it more often (which they have no proof of according to their posts), then they should discuss it with them.

I'd reply and say "I assume this wasn't meant for me. I expect you to book today as a day's holiday" and leave it at that. I'd make sure I have saved the message or transcribed it.

I probably would just respond saying - oh dear let's hope this doesn't happen again or something and move on

I think you should accidentally send it to HR and let them deal with it.

I have been a manager and I think that we women are so "nice" and protective of others when we really shouldn't be. Follow the professional rule book and do the right thing.

Depends on workplace. But I would ensure that if challenged down the line I can demonstrate that I have abided by company policies.

My response would depend on whether this created additional work for other staff. If that is the case, I'd take the approach of suggesting he takes half a day or a day off, and have a chat with him.
If that wasn't the case, I'd use the 'wasn't for me' line.

I think as a new manager you need to put boundaries in place otherwise if you ignore it they'll think you're a pushover.

Nothing too harsh but a quick chat to say whilst you recognise they are a good performer usulally this is unacceptable and in future it needs to come out of annual leave.

@Sunshineandpinkclouds this sounds like a level headed approach!

I'd suggest they take a day's leave. I can't understand the suggestions to bring in HR. I have worked for almost 30 years and have never come across a situation which was made any better by referring it to HR. And he will understandably resent you forever for "grassing him up".

I'd be more worried if my manager needed to ask for advice about this on mumsnet.......

I couldn't say nothing. I would say 'I don't this was meant for me. I'm sure you'll make up the time next week or I'm happy to approve retrospective annual leave. Let me know which you prefer'.

@whatyear but why does it make a difference if they are a doctor or a teacher as apposed to a librarian, project manager or anything else.

Why take a different approach.