[LucyH99]

Hi,

I hope some of you can help me with a dilemma coming up.  I run a very small commerical cleaning business and my largest contract is for a daily office clean which has been running smoothly for about 18 months.  We are on good terms with the company, they pay ok and I personally cover there occasionally, so we keep a close eye on standards and ask for regular feedback too.

The member of staff I have there has been there for just over a year, and is average in her work standards, and a lovely girl.  We have had a couple of minor complaints over the period about her being a bit slow, and late once (by about 5 mins I think).  Also missing bits on one occasion too.  Each time this has happened I have visited the offices, and my cleaner, sorted out the issues and ensured things are settled and everyone is happy.

They are now expanding and moving to bigger premises, which of course I want to clean for them as it will mean more work.  We have now found out they want us to go with them, but want a different cleaner, as current one is ok, but could do better if that makes sense.

My problem is obviously that I can't afford to lose the business, but haven't felt the need to do formal written warnings for work standards to the staff member concerned.  I have no similiar work to offer them, but could at a push use her on some domestic work I do, but not the same hours, and the standards need to be even higher with this.

I have about 5 weeks til the move, so need to work out the best thing to do for all concerned.  The only option I can think of at the moment is to tell her the truth about their comments (she may not be surprised due to previous complaints) and offer her whatever I can in the domestic area, but have her work supervised.  Then if she is not up to scratch use disciplinary to manage her out.  I know that sounds really callous, but I genuinely have nothing else to offer her than this, and can't lose my contract either.  I feel the complaints we had were not serious enough to warrant written warnings, so maybe that is where I went wrong?

Any advice or experience of this would be appreciated.
Many thanks

[Pristine Clean]

Well the contract was for Premises A. That contract is finishing. A new contract will be for premises B.

And her employment was for premises A. (Make her redundant) Give the required notice.

So you could quite easily lose her safely.

failing that If her work is no good then you will need to move her. Be honest and say they are moving and the contract is finishing. You wont need to pay redundancy as its under 2 years.

Is the site much further way?

Offer her domestic as you say and go from there. Good cleaners are hard to find. You never know the client may just not like your cleaner and she could well be a good cleaner. Next time keep an eye more closely on the site performance so the client does not find out any errors.

The client also has some input on who they want in there building doing the work. So tell here that they don't want her. I know it seems harsh. We have done it plenty of times. Its either that or you could lose the work.

Also next time keep a record of the complaints and always record any complaints and talks with the cleaner and get them to sign a copy and keep the records safe.

It makes it far easier if you need to dismiss a cleaner for whatever reason.

As I am not familiar with your employment contract you will need to follow those rules.

Dave

[LucyH99]

Dave,

Thank you so much for your reply it is really helpful.

The site is further away.  She currently walks to this site as she lives so near, the new offices are 10 miles away, so she hasn't said she will definitely want to move there yet, but seemed positive about it.  There is also the chance I may need 2 staff as the new premises are substantially bigger, but we haven't been round yet to finalise what needs to be done.

I have doubts about her ability to do the domestic work as my customers are very particular and I find it a nightmare getting staff who can clean to the right standards as it is.  Judging by her office cleaning standards I don't know, but feel bad about how things have turned out.

You are right I should have documented everything for her to sign.  I will learn from this one!

On your note on the contracts for premises A and B, my contracts do not state they will work at a certain site, just that they will carry out office cleaning for various hours for my company.  It states that the hours can vary too, with notice.  Would your comments still be relevant in this situation? ie make her redundant?  I did interview and employ her for that role though, she has never worked anywhere else for me and her offer letter stated the premises and hours she would be working.

Thanks in advance
Lucy

[Pristine Clean]

I would still make her redundant.

She is within the 1 year? Or is she over? If within the 1 year redundant is easy especially in this climate.

If you are worried about it, tell the client you will have a new member of staff but need a little time to replace her. Nothing wrong with being honest. - Works for us. You then could use her on the other site temporary.

Then monitor her standards closely. Providing you have trained and shown her what you want, start the disciplinary procedures stated in your employment contract. Within 3 months she should be gone and you will have all the documentation to stop a law a suit.

However redundancy would be my option due to company restructure. -  Follow the procedure for redundancy.

Also I assume the site is about 2/3 hours work per day? At a 20 mile trip would she want it for petrol costs?

However if you are really worried contact ACAS they can advise you if you do not have a HR department or outsourced.

Dave