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The issue with the former employee was given as an example as to why our director is hesitant to fire anyone with any unusual life history. We have had lay-offs of part time employees due to budget constraints. However, this employee creates more work for others, has cost the company money with errors causing loss of reimbursement for services performed on our behalf by outside companies.
The employee looks for opportunities to cause conflict and tension between staff members, and our front office manager had given notice due to his performance and disrespect - she is his supervisor and he openly states she cannot tell him what to do. I am the Administrative Director, and he has blatantly stated that certain aspects of his position are not his responsibility - ie supplying lab test information to be submitted for billing, he says someone else has to get that, he is responsible for logging and sending lab tests to the out of state lab, and is responsible for providing missed and performed lab tracking info to our clinical staff, and should be providing this log to all clinicians as well as billing staff.
This creates an entirely different problem of other people having increased work load and hours, the director has negated his own employee compensation policies by giving this employee a raise, despite poor performance, yet says other employee's wages are "capped" (there are no wage caps in place in our P & P). How do I approach the director so he sees it is in his best interest and the companies best interest to resolve this before other staff members leave.
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