I am a manager. Several supervisors report directly to me. I am fortunate that most of these supervisors have lots of common sense. You would rarely feel the urge to slap any of them. Then there is Joe. That’s his real name. I found out today that he discouraged one of our employees from leaving the office two hours early last week. The employee thought she was going into labor. Since she was “only” about 7 months plus pregnant, Joe gave her a hard time and told her she would receive a formal reprimand if she left early since she had not made arrangements in advance. He told me later that he did not believe she was really in labor because none of his wives (that is the exact phrase he used – he’s been married four times) ever had a baby before her due date.
Our employee had her baby at 6:30 p.m. on the day Joe told her she would be disciplined if she left early. She finished her shift and left the office at 5:00.
I sent flowers to our employee and told her that I would deal with Joe. What do you think I should do?
What’s the problem? It sounds like she made it to the hospital with time to spare.
Just kidding!! I love to antagonize pregnant ladies. They get so fired up. However, I’d never do anything to upset one when I am within arm’s reach and I’d never get between one who claims to be in labor and the nearest exit. Personally, I’d take Joe to the delivery room at the hospital nearest to you and tie him up. Then I would give big sticks to all the ladies in labor and tell them what Joe did to your employee. The only other thing to do is to let Nature take its course.
Once (if) Joe recovers, corrective action him until he knows how to act like a decent human being.
— Evil Skippy
I agree with ES about the corrective action but not the assault or teasing pregnant women. In addition, I think you should get your head examined if you think flowers are enough to make this all right with the new mom. Once her anesthesia wears off and she starts to reflect on that horrible workday rather than the miracle of motherhood, she is going to realize exactly how despicable Joe’s behavior was. Deal with Joe and tell the new mom that you dealt with him. Apologize whether or not an employment lawyer says not to because it would be an “admission”. Make sure your human resources department is making the maternity leave experience as smooth as possible. Keep your fingers crossed that Joe has not done anything else.
Readers – what would you do?
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