How do you handle an employee that refuses to travel (a known job requirement) due to lack of childcare?
November 22nd, 2008 | by admin |
MATHR asked:
There is a project that requires several trips over the course of a two month period. The employee has “blacked out” 5 weeks that they are unable to travel due to lack of childcare which will cause major project delays. Specific meetings have not been scheduled so the employee has not outright refused travel but we would like communicate that lack of childcare is not an acceptable reason for not traveling. All meetings are scheduled with a minimum of two weeks notice so adequate time is being given for arrangements to be made on the employee’s part.
There is a project that requires several trips over the course of a two month period. The employee has “blacked out” 5 weeks that they are unable to travel due to lack of childcare which will cause major project delays. Specific meetings have not been scheduled so the employee has not outright refused travel but we would like communicate that lack of childcare is not an acceptable reason for not traveling. All meetings are scheduled with a minimum of two weeks notice so adequate time is being given for arrangements to be made on the employee’s part.
3 Responses to “How do you handle an employee that refuses to travel (a known job requirement) due to lack of childcare?”
By G N A on Nov 22, 2008 | Reply
Please tell me you have a written agreement in your employee manual that states ‘travel’ is a mandatory requirement for the position? Let’s assume you do, which makes your job easier (not pleasant). Inform the employee that they did indeed sign the employee agreement and understood that travel was a mandatory part of accepting the job.
If they can not fulfill their commitment of travel when needed, then you give them their walking papers and wish them good luck.
It’s not pleasant terminating an employee, but when it is stated (in writing) prior to hiring what is mandatory and the employee for whatever reason decides to not follow the requirements to keep the job, it’s best they find employment elsewhere.
By Some Dude that likes beer & porn on Nov 24, 2008 | Reply
Assuming this is not a new child, where she would be covered under FMLA, you handle as you with.
If she is not longer able to fulfill the duties of her position (provided not ADA or FMLA issue), then you have legitimate grounds to terminate.
By The Shadow on Nov 25, 2008 | Reply
If you have not already done so, I suggest asking the employee why he/she cannot find child care and make the trips. I would not accept a simple refusal to go. However, there might be a legitimate extenuating circumstance. For example, if a grandparent was supposed to watch the child but fell very ill, then the employee may be willing to travel but is legitimately in a tough spot. In that case, I might try to temporarily swap assignments with someone who can travel. Or, I might assist the employee in transferring to another position that does not require travel.
If there is no extenuating circumstance, then simply explain the situation politely, but firmly. Travel is a requirement of the job. If this person cannot fulfill the requirements, then he/she needs to transfer to another position or resign. Refusing to travel is unacceptable.
If this person still refuses, then termination is an option. However, consult your attorney to make sure that everything is done properly.