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? regarding minor son's work situation
My son is 17 and has a part time job at a fast food restaurant. Yesterday, a manager unexpectedly called him into the office in the middle of a shift to talk to he Owner/operator over the phone. The operator expected my son to know what the conversation would be about and when he did not, he discovered that girls have expressed concern about talking with my son on the phone. He has no idea what prompted any of this. Now, I know it is important to respect the girls' feelings. First and foremost, I want to be sure my son is behaving properly. I know this is a can of worms in today's climate. My question relates to my role as a parent.
Can I speak with the manager about the situation - it seems that this is happening outside of work time and I question the timing and follow through regarding how managers are handling the situation.
#1 - my son has never spoken with the owner/operator before this phone conversation.
#2 - no one has mentioned anything to him before this incident.
#3 - after shift, he spoke with the supervisor in charge who said that my son's conversation was the first they'd heard of any of the allegations.
Thank you, it does help and we definitely have written it down. The other team members are also teenagers.
This was about his phone conversations with the girls OUTSIDE of work while off the clock. Things have improved some, Mostly because he's no longer fraternizing with any of the other employees. He's friendly while at work, but all business and no conversations after hours with anyone.
It seems appropriate to loop you in if this is a disciplinary matter, just for support. As a minor, this job should be a learning process for him as well on how jobs work. Hopefully he can see them work properly.
Since you called the concerned parties as "girls" they sound young. Is this regarding his phone use while on the clock for personal conversations or answering the work phone for orders etc? The employer needs to be SPECIFIC. And in most cases, if it is going to be official discipline, there would be a written record as well to be sure everyone is clear on what happened and what the plan is to remedy it.
e.g. did he receive phone training? Did they offer it as part of his onboarding if phone is part of his duties? Can he shadow someone or have someone observe his calls and give feedback?
I agree about the current climate, but in the sense that it should actually work for you and him. It sounds like they are the ones who need to be careful in their vagueness. Keep records though! Hope that helps!