b'WCA EDUCATIONPEOPLE PROBLEMS,PRACTICAL ANSWERSManaging people in construction isnt always straightforwardespecially when it comes to HR. From attendance issues to hiring headaches, many small and mid-sized construction companies are left wondering: Can I just let someone go? When is it time to bring in HR support? How do I protect my team andmy business?In this new Q&A series, we ask seasoned HR professionals to tackle some of the most commonand commonly misunderstoodquestions specific to our industry. No fluff, no legal jargon. Just practical, real-world advice for builders, owners and site leads navigating the human side of construction.Q: One of my employees isnt workinghow expectations were missed, what out as well as I expected. They are sixthe impact to the team is and what the months into their carpenters helperconsequences are for this continued job with us, and do good work whenbehaviour, the next step will be up to the they are here, but they have becomeemployee to decide.unreliable and arent consistently showing up for work. What do I needAfter this conversation, if they have to think about before ending another unplanned absence, the next their employment? conversation is to advise the employee A: The first step is to have athat their employment is being conversation with the employee, if youterminated immediately. For this role, havent already done so, to tell themthe construction industry employment what the attendance expectation atstandards do not require any notice of MORGAN JOHNSON your company is and what they shouldtermination, and immediate termination do if they are sick or unable to comeis the most appropriate course of VICE PRESIDENT, in for a scheduled shift. Making sureaction. Finally, make a brief written note every employee fully understands theabout the chain of events, performance PEOPLE & CULTURE,expectation is an important practice.conversation date and the final incident CONCORD PROJECTS LTD. Even when something as basic asthat led to the termination and save this attendance seems like common sense,in the employees file or a confidential it is critical that all teammates clearlyplace so that you have documentationunderstand the expectations. of how you handled the situation incase you are ever questioned about I would recommend you bring a list ofit under a Manitoba Employment the absences and include the total days/ Standards or Manitoba Human Rights hours of work missed to illustrate theCommission complaint.pattern of behaviour and talk about the strain it puts on the rest of the teamIf you follow these steps with most when one person is unreliable. Once theemployee performance issues, you employee sees youre serious about thewill be confident in knowing you did issue and its a non-negotiable, next youeverything you could to correct the state the consequences of not changingpersons behaviour before having to end the behaviour immediately. By explainingtheir employment.18 BUILD MANITOBAwinnipegconstruction.ca'