Am I an a$$ or is it just business?

[RebarBox]

I have a very loyal, salaried field Superintendant (note: my only Super) that has been with me for about a year now. If any of you didn't know, we have a small commercial construction company.

His health started going down about 4 weeks ago in the fact that his stomach started growing to a huge size. He went in a local hospital on June 15th - was released on June 20th. Returned to hospital on June 23rd and is still there today. He has moved to a larger hospital and is awaiting a transfer to St. Louis. (No-one cant determine the cause - His stomach looks like he is carring twins at full term). To date - they have pulled 65 ibs of fluid off his stomach area.

His dad called me today and discussed his health and his move to St. Louis for treatment/cause/cure. Before I got off the phone with him, he was crying about his sons health and thanked me for continuing to stay by his side as an employer.

There was talk when he first went in to the hospital about a liver transplant. Once I heard 'transplant' I ran an ad looking for a super in trying to be prepared. Well 30 apps. later I sit here wondered how to proceed.

We offer no health insurance to our employees or any other benies. He has two of my company vichicles ((1) one-ton, (1) Ranger truck) and a company CC for gas.

My delima: I have continued to pay his full salary and will even do so again this weekl. But, as a businessman, how far do you go? How long do I hold his job? I think I know my answers but man its a tough call to make.

My biggest question that no-one can answer is how long will he be out?

[FormulaOne]

Its been four weeks now right? Did someone force him to accept a job knowing there was not health insurance or other benefits??? In this case he should have his own ins. (Maybe even aflac...Dont they pay you if you become incapable of working?)

It is your job to pay him for his services. It is his job to perform those services.

You've been paying him four weeks longer than you should in a position without medical benefits.

Cut him loose, go get your trucks, cancel the CC.

You run a construction company, not a charity.

Cold but true.

[bajalion]

I think you have already gone as far as you can and much further than most would.

I stuck with an employee of mine and kept his job 9 months after he pleaded for it...finally he found another job. In return...I'm still pulling the knives out of my back as he continues to try to steal customers.

NEVER AGAIN...business is business. No matter what you do you will be the bad guy sooner or later.

[THRILLSEEKER]

Its been four weeks now right? Did someone force him to accept a job knowing there was not health insurance or other benefits??? In this case he should have his own ins. (Maybe even aflac...Dont they pay you if you become incapable of working?)

It is your job to pay him for his services. It is his job to perform those services.

You've been paying him four weeks longer than you should in a position without medical benefits.

Cut him loose, go get your trucks, cancel the CC.

You run a construction company, not a charity.

Cold but true.


+1 All things considered, you have already been more than generous.

He would have been axed after 3 days in the corporate world.

[birdog]

+1 All things considered, you have already been more than generous.

He would have been axed after 3 days in the corporate world.

And that makes it right ?.......Enron..Big Oil...50 million bonuses...
Do what you think is "right"

[ROGUE]

You need a super, get one now with the knowledge that he may be temporary. If and when your guy is healthy and ready, make the decision which one to keep. Set a time limit 1 month, 3 months, whatever. You dont have to continue paying him but do what you can.

Since he has only been there a year, its tough how to compensate him, not much I am thinking. Its hard but real. Our company would stick it out but we are a lot larger and have the means to do it. I dont know how far they would go but ive seen salaried out for months who still got paid.

[THRILLSEEKER]

And that makes it right ?.......Enron..Big Oil...50 million bonuses...
Do what you think is "right"


It sounds like Rebar may really need this position to keep his business going. As a small contractor its exremely tough to keep paying your top guy's salary along with a wage or salary of a replacement. It sounds like this guy could be in it for the long haul, how long do you keep paying before your own business starts to suffer? perhaps hire a "temporary" replacement, but how many job supers are going to want to work part time?

There is lots of things you can do to help this guy and his family without continuing to pay his salary, organize a bennefit for him, there are tons of people and organizations who love to jump on the chance to help families in need. Call the right people and make things happen.:cool1:

[Racegirl]

Chad ... Looking at it from the employees perspective .... I work for a small company, no benefits.... I wouldn't expect my employer to pay me indefinitely ... nor would I expect him to not get somebody else/move somebody else up to do my job. What I would expect is to be able to come back to him when/if I was in better health and see what we could do about hiring me back to do something. Maybe what he would offer, I wouldnt except, but I would expect to be offered something. Maybe thats expecting too much ...... He doesn't owe me anything .... and he has been more than generous to me before but I also provide him with something of value ..... I'm an employee that he can count on .. Im here, I do my job and I do my job well.

Good luck

[dd24skater]

It's business, not personal.....hard to do, but you have to let him go!!

[TEAMBAJA]

Wow, is this the first thread where everyone pretty much agrees on the same thing?

Good luck with this one!

[RebarBox]

I know what I have to do, but I still kinda feel like as a$$ in doing so. I'm heading up to visit with him this morning.

[Ironmanwb]

Its hard in a small business to do things of this nature because you work with the same people everyday and it is hard to not feel bad for them but from my experience you should nip it in the bud or it will only get worse.

[birdog]

:It sounds like Rebar may really need this position to keep his business going. As a small contractor its exremely tough to keep paying your top guy's salary along with a wage or salary of a replacement. It sounds like this guy could be in it for the long haul, how long do you keep paying before your own business starts to suffer? perhaps hire a "temporary" replacement, but how many job supers are going to want to work part time?

There is lots of things you can do to help this guy and his family without continuing to pay his salary, organize a bennefit for him, there are tons of people and organizations who love to jump on the chance to help families in need. Call the right people and make things happen.:cool1:

Thats more like it...:cool1:

That hard azz..fugem all aproach just doesnt work for you....:Bunny1:

[THRILLSEEKER]

:

Thats more like it...:cool1:

That hard azz..fugem all aproach just doesnt work for you....:Bunny1:


Im getting a tad bitter in my old age. :tank:

[Queenie]

Rebar, we own a small business too with one full time employee in addition to Rob.

You have been more than gracious on paying his salary and him not working. I doubt that we would be able to do that with our full tme person to be honest. We offer benefits...he has not done anything to use it. His choice.

If he misses a day of work, he doesn't get paid, it's that simple. We just are not in a position to pay people who do not work. He gets paid holidays and he is entitled to one week of vacation (which he hasn't taken and it's use it or lose it for the calendar year).

I know it's hard, especially when there's nothing either of you can do. However, business is business...and you have to survive in today's economy (especially construction which is the same business I'm in).

[bajalion]

Rebar..hope everything goes OK. Gotta do what you gotta do.

The biggest reason Wendy is back to work is benefits.

[RHC]

I think it has all been said here and most are in line with it. however ,, if this guy has been with you for a year and is that good ,, he knows your financial standing ,, with that in mind , he should not be looking for a check every week ,, any help that you can throw his way will be good and he will be gratefull ,,, as has been suggested ,, get the church involved and some charity dinners ,,, he will understand and you can still be his friend !

RHC

[birdog]

The biggest reason Wendy is back to work is benefits.

Exactly why i am back to working...

[RebarBox]

I did what I had to do this morning. Told him that I would will do everything I can to hold his position as long as I can but, there is limitations. He started to tear up (I FELT LIKE AN A$$) but he did finally tell me he understood my side. Told him that I will do nothing til sometime next week and lets hope we all get some good news on his condition or at least maybe some sort of timeline.

Thank you all for your input!

[bajalion]

Hope it works out somehow.

[Bouyhunter]

Yeah, in a small business setting this is very difficult to deal with.

Let me give you a current corporate side.
Had a gal working 3rd shift. Had an attendance problem, but just skirted under the "acceptable" level according to HR standards. Went off on FMLA until it expended.
She is miraculously better a few months later and re-applies. For whatever reason, HR guidelines or whatever, she is re-hired. Within a 2 months she is in a Workers Comp. claim that is being fought (or negotiated) by the HR dept. She is still on the Co. roster as a HC (headcount) so her position goes unfilled and everyone else is trying to cover the work she would be doing.

Second scenario.
We have a few families of people that work here that are from Bosnia, they were refugees that were brought to America. Many don't even speak English. For the most part very good workers.
Mom falls at work. Now workers comp. claim. Daughter calls in (2nd shift) because she has to take mom for an MRI today at 3:30 (2nd runs 4:00-12:30).
She feels she shouldn't be reprimanded by the "point" system for calling in, and because Mom doesn't drive, she had to take Mom to WC related Dr. visit.

All the other employees see these things, and start to look into using this easy way to take time off, not get reprimanded, and in some cases get paid for it.

Just food for thought to ease your mind.
This is Corporate, they got BIG $$$$$$, so this is small sh!t to them, but to these employees, it can mean a years salary, and a pretty good salary for production employees (30K ish)...

[birdog]

Yeah, in a small business setting this is very difficult to deal with.

Let me give you a current corporate side.
Had a gal working 3rd shift. Had an attendance problem, but just skirted under the "acceptable" level according to HR standards. Went off on FMLA until it expended.
She is miraculously better a few months later and re-applies. For whatever reason, HR guidelines or whatever, she is re-hired. Within a 2 months she is in a Workers Comp. claim that is being fought (or negotiated) by the HR dept. She is still on the Co. roster as a HC (headcount) so her position goes unfilled and everyone else is trying to cover the work she would be doing.

Second scenario.
We have a few families of people that work here that are from Bosnia, they were refugees that were brought to America. Many don't even speak English. For the most part very good workers.
Mom falls at work. Now workers comp. claim. Daughter calls in (2nd shift) because she has to take mom for an MRI today at 3:30 (2nd runs 4:00-12:30).
She feels she shouldn't be reprimanded by the "point" system for calling in, and because Mom doesn't drive, she had to take Mom to WC related Dr. visit.

All the other employees see these things, and start to look into using this easy way to take time off, not get reprimanded, and in some cases get paid for it.

Just food for thought to ease your mind.
This is Corporate, they got BIG $$$$$$, so this is small sh!t to them, but to these employees, it can mean a years salary, and a pretty good salary for production employees (30K ish)...

But..What about the guy that shows up every day on time ready to bust his azz for the co.Has health problems and the co shits him right out the door ?

I have been on both sides of this fence. As an owner and a worker.

Rebar...Sounds like you are doing all you can do to help...It always makes sleeping easier at night...:cool1:

[RebarBox]

Well...

I got news tonight that my guy has melophomola sp? (asbestos cancer) in his intestions.

He has 6 months (max).

He's 38 years old...

We spoke in lenght tonight by phone. He wants to come back to work, in some form, as his health allows, to help keep himself busy. I told him we will figure something out.

Sh!t like this should not happen to a 38 Y.O.!:mad: :mad: :mad:

[bajalion]

YUK...where did he get it. Big funds set up for this type.

[RebarBox]

...Big funds set up for this type.

At this point with no wife and no children, whats the point of adding undo stress to a limited timeframe.

[Bouyhunter]

That's terrible. I'm very sorry for him, and for you.

If my previous post sounds callous, maybe it is because of what I'm currently dealing with on a daily basis. But we're not a small biz, we're a global biz, and very corporate.

I think Birddog set the record straight in his post. You're setting and workplace is much different.
This has to be very hard on you to deal with.
Yeah, 38. Geez, I'm 37 myself. I worked in construction for almost 15 yrs, never wore dust masks or protective gear. I was too tough for that - just get the work done. I could easily be a candidate for such an illness.
Very sad.
I don't know what else to say, but support him the best you can, and help him get through this with the dignity he needs.

[Queenie]

Very sad to hear. Makes you wonder why some people have to go through what they go through.