Hopefully not another employee stealing credit cards, Brooke mused. Or any sort of headache-inducing “oops moment,” like the time one of the restaurant managers called to ask if he could fire a line cook after discovering that the man was a convicted murderer.“Jeez. How’d you learn that?” Brooke had asked.“He made a joke to one of the waiters about honing his cooking skills in prison. The waiter asked what he’d been serving time for, and he said, ‘Murder.’”“I bet that put an end to the conversation real fast. And yes, you can fire him,” Brooke had said. “Obviously, he lied on his employment application.” All of Sterling’s employees, regardless of job position, were required to answer whether they’d ever been convicted of a crime involving “violence, deceit, or theft.” Pretty safe to say that murder qualified.Ten minutes later, the manager had called her back.“Um . . . what if he didn’t exactly lie? I just double-checked his application, and as it turns out, he did check the box for having been convicted of a crime.”Brooke had paused at that. “And then the next question, where we ask what crime he’d been convicted for, what did he write?”“Uh . . . ‘second-degree murder.’”“I see. Just a crazy suggestion here, Cory, but you might want to start reading these applications a little more closely before making employment offers.”“Please don’t fire me.
~ Julie James
