Sara: Fast Food Meltdown

Nine comments on this post so far. Add yours!

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  Arch_Druid on February 26 at 7:42 a.m.

  That would depend on the situation. If this kid called in sick a good many times and wasn’t dependable, as a manager, I wouldn’t keep a person around who didn’t want to work, right to work or not. On the other hand, this being a fast food restaurant, or for that matter any restaurant, you want to be careful that a sick employee doesn’t do a number on one’s patrons through a food borne illness. Quite frankly, I’d have serious questions for that manager who’d blow up in front of anyone who could hear him. Whereby, the customers might just decide to take their business somewhere else.

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  Charlie on February 26 at 7:58 a.m.

  Need more information on the manager. As a former manager, it sounds like this “manager” is not trained to handle problems. Could he/she be some kid that got a promotion and it went to their head.
  A/D brings up a good point, I don’t want sick people handling my food in any manner.
  Said managers job is to fill in at times when somebody does not show up. You are supposed to know all the jobs and at times pitch in to keep the flow going.

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  scootermom on February 26 at 8:03 a.m.

  Don’t confuse “right to work” with employment at will.

  Right to work means that workers don’t have to join unions, even if they reap the benefits of the collective bargaining agreement. Right to work laws are desiged to bust unions.

  Employment at will means you can be fired for any reason, or no reason, as long as it doesn’t violate public policy (e.g. discrimination based on race, etc., or whistleblowing, or reporting for jury duty, or getting fired the day before your retirement vests …).

  I’m unaware of any fast food establishment that has gone union.

  Right to work is bad for workers and good for employers.
  Workers need to organize to shift the balance of power back.

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  Cabbage Boy on February 26 at 8:05 a.m.

  Too little info to even wager a guess at what was happening. One side of a phone conversation isn’t information, it is just hearsay.

  How many times has the kid called in “sick”? Was it a “great powder on the slopes” type of illness?

  Was the kid threatening to sue or some other stupid thing? The manager probably handled it poorly no matter what the case was. Taking the nuculear approach doesn’t solve many issues.

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  BlueinIdaho on February 26 at 8:15 a.m.

  Thanks Scootermom. So many people confuse the two. Could have something to do with the inane labeling of the statute….sort of like the Clear Skies Act of 2003.

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