In a previous thread I posted I was getting a new group added to my team http://www.manager-tools.com/forums-8650 and that the new guys were infamous in the organization. Yesterday I got the official turn over and the behind the curtain look at them. It seems one of them is the real problem and the other is being tainted by association.
The individual in question has several formal ADA accommodations; a later start time because of sleep apnea, reduced autonomy and specific job instructions because of ADHD, and several allowed tardies because of hypersomnia (excessive sleepiness).
We have an employee union and they are involved as well. He has been tardy far more times than allowed for in his accommodation and his file has written complaints from his customers. A previous warning was given without enough notice to allow the representative to be present and that created a warning coming back from them. And, he is on probation with the next step being termination.
During our first meeting with these two my boss (an non-manager tool user) laid down the law to both of them. The typical stuff, be on time, dress appropriately, customer service is primary, work hard, etc, etc. They were both very excited and happy about the change. My group typically gets good reviews and is well liked by the organization, and I have a strong desire to keep it that way.
My inclination is to not wipe the slate clean and keep the pressure on this employee. The problems have been documented for the last two years and have been going on for longer than that. Suggestions? Am I wrong in not cleaning the slate?