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ml1209 wrote:Yeah, well she came from a recommendation by another current employee - a middle-aged suburban housewife who brings her kid into the office all the time. That's why we let our guard down about this employee. I don't think the housewife even knows about this girl's record, or does she?

Have you seen the show "Weeds"?

ml1209 wrote:Okay I just got off the phone with the LE agency who arrested her. They said she has a lengthy arrest record with them alone for the last 7 years. Some of the arrests are for driving without a license, criminal mischief, aggravated assault with a deadly weapon, and assault with bodily injury. Wow.

And the drug she was arrested for a few days ago is in the penalty group of hard drugs - cocaine, heroin, meth, etc.

What the heck is aggravated assault with a deadly weapon?

I'd recommend you start conducting background checks on future employees!

koine2002 wrote:You've got to be sure your t's are crossed and your i's are dotted when it comes to unemployment compensation as an employer.

And as an employee. A lot of employers will make a formerly good employee sound like Attila the Hun in order to avoid paying the unemployment compensation.

I guess that depends upon info you did not include: how good of a worker is she? Is the drug arrest the only reason you want to fire her?
If you feel she is good worker and worth the effort to help her clean up her life, then talk to her. Perhaps you are the best person at the right time that she needs to admit having a problem and wants to fix it.
Compassion isn't a bad thing, but you have a business to run that must be protected.
Tough choice. Best of luck to you and your employee.