by mona
(lr, arkansas, )
I was a retail manager in a big chain video store FRANCHISE for over 8 years. I had an employee who would consume soft drinks while at work. This employee had a problem of not paying for his drinks when he consumed them, but he always paid for them by the end of the week. Our soda inventory numbers where no better or worse than those of other locations. I had wrote this employee up over a year and a half ago for poor overall performance. In this write up I included specific areas of improvement which included paying for sodas when he got them. I also had implemented a "soda for employees" program. This was where I purchased can sodas (we only sold bottles) and kept them in the office refrigerator. Employees were no longer allowed to drink the bottle sodas that the company sold; however, for 50 cents they could purchase a can soda from the office. I would use the money paid for the sodas to purchase more sodas. This was to help prevent the employees from not paying for their sodas at all and to prevent them from stealing from the company. And it worked. In the few months that the program was intact, we were only missing 8 sodas. I received a call from my boss (the man who fired me) about my program. I explained the reasonings for needing the program and he insisted that I end the program due to it being "against company policy." So we are now back to the "honor system" of employees paying for sodas when they get them. The employee that had the problem, continued with his paying for several at one time, and I let him, because as long as they were paid for and the inventory was not bad, I felt he was not stealing from the company. I constantly asked him to not do this because he was putting me in a bad position. I began asking him to ring them up on his account when he got them- sort of a line of credit- but when my boss came in and saw this two
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