I think hell has frozen over. FFB gave good advice not laden with sarcasm, booze and fast food. here, here Fatty
If you have any cop friends, have them stop by, and talk quietly while repeatedly pointing in his direction. Then afterwards, let out a hearty, 'Muhahahaha' in his face. Don't forget to furrow your brows immediately afterwards. Seriously though. I think you should talk to him, and let him know what's up. That email isn't enough warning. You need him to know that he already has strike 1 against him.
Tell him he can stay... with a pay cut. Though I'm more anti-drug than most here (it seems), I wouldn't fire him. I'd let him know he's on thin ice. The next time him or anyone does it, they're fired on the spot. Then again, whenever you're dissatisfied with his work, you'll wonder, Is he not very good or is he just high?
This is Austin right? Half your employees are high Dada, you just haven't realized it yet. Probably 90% if they are in a creative job.
This is important - every Texan on this bbs should know this: Texas is a work-at-will state. This means that an employer can fire an employee for any reason (good or bad) or for no reason at all. DD, If he only smells like mar1juana, it's possible that he spent lunch with a buddy who was smoking it. If his behavior is ok, but he smells like pot, I'd suggest you speak to him privately, tell him he reaks of pot, and ask him why. If he says he spent lunch with a friend who smoked it, let him off the hook and tell him that, next time, he'll be fired. After your talk, send him home immediately before other people smell him. If his behavior is not ok, as if he's high, fire him immediately and have security escort him out the door. -- droxford
8 hours a day to work (as hard as jobs are to find) 16 hours a day and the weekends to do whatever you want to do. fire the bum.
Now that I've posted my advice, here's my opinion: In today's job market, employees can't afford to be so careless with their job. There are MANY people in this country (and outside this country) who can replace you (and especially if you have a fun job like working for a video game company). Whoever this guy is, he's not smart, he's not mature, and he's certainly replaceable. And I particularly despise the idea of a person jeopardizing their employment over mar1juana. But, then, I'm a rigid boss. Though the law firm that I work for has a business-casual dress code, I greatly prefer a formal working environment, and I have very little tolerance for disregard to professionalism and business propriety. (It might be hypocritical for me to make this statement from my office computer, while I should be working, but I guess I loosen up a bit for bbs-posting and general SFW web-surfing.) -- droxford
hey Dada if it wasnt for the smell would you have noticed anything? The only reason I would look into it is because I wouldnt want all my employees doing it at work. after work or at home its your own business, but if you come to work high/drunk it becomes an issue. J
Surely you have an employee handbook that states the company policy on drugs and what-nots. Just follow the policy. It's not a personal thing, it's a corporate thing. Everyone's gotta follow the same standards.
If I were in your position, I would fire him before he does something wrong which forces you to fire him.
I'm not sure why the smell automatically translates into 'being high on the job.' It would seem that you should evaluate the quality of his work before you just fire him. If he does good work then I'd write him a memo so its documented spelling out your concern and then fire him if it happens again. Unless that was YOUR shirt you were smelling...
From one business owner to another....do you really have to ask if you should fire him? If you smelled it on him, Im sure the others have also smelled it on him and know that you have been around him when he wreaked of MJ. If you want the type of environment around your office,where everyone can do what the hell they want, then leave him alone. You are the boss and the fate of this kid is in your hands.
