Well, I volunteered for it... gotta fire a guy in the morning, never done it before, never had to.. only one I was ever going to fire got so mad he quit... Any tips??.. I've got 10 hours to go.
FIRING an employee
- Thread starter Ol'Drippy
- Start date
Tip #1 is to make sure that you document everything, in the event that you end up in court for a wrongful termination lawsuit.
Roverbri said:
Ask the big three how far that gets you in the long run. Pension providers with a side business making cars.
Be straightforward about it. Hey "Bob", You had to know this was coming....outline back to him why he is being let go, then get any paperwork signed and something like sorry it didn't work out.
Or, offer to be a good reference if it more of a layoff type of situation. tell him you'd love to keep him but can't right now.
Or, offer to be a good reference if it more of a layoff type of situation. tell him you'd love to keep him but can't right now.
I HATE PONIES said:
Got the sack, it hits the toilet water now that I'm over 30 and married with a kid
My thoughts keep me up at night though, not so much fun. I'll sit here for another 3 hours thinking about it... Long story short, he was hired Monday, started today, trained with the only employee I've hired for which I actually cared about/performed well/exceeded my expectations (he is like me)... That employee witnessed the following over an 8 hour period while training him: While he was trying to train him, he went outside for a smoke while performing a task not staying with my employee for training, he picked up $2 on a homeowners lawn (amongst other trash albeit, but that is not right).. It was $2 on a homeowners lawn, you don't put that in your pocket if you're an honest man, you just don't...
So, I'm firing this guy over $2.00 and the word of an employee whom I trust greatly.. there is more to the story, but that is the short and not so sweet version
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Yeah, that way you CAN'T get fired, no matter how much of fuck-bag you are.Roverbri said:
retard.
i guess if you SUCK at what you do, you need a union to protect you.
or if you're too fucking lame to negotiate your own salary, you need a union to do it for you.
retard.
Chill dude.....................it's called job security. Its protection from being fired because you looked at someone the wrong way, or your boss decides he doesnt like you today. Basically It keeps the company from taking advantage of the employee.jim-00-4.6 said:
I remember my first time letting someone go, it was'nt easy, nor was it for any other reason but a slow market. I remember how bad it played on my mind, who was I going to let go?. In the end I let go of four damn good employees, it took a toll on me, I wish you luck.Ol'Drippy said:
Manny
2000 DII
Matt Kendrick said:
You think I should include this employee who does a great job for me and reported this to me? I really hate to involve him in it, even though it is his word... though I trust his word
Ol'Drippy said:Got the sack, it hits the toilet water now that I'm over 30 and married with a kid
Long story short, he was hired Monday, started today, trained with the only employee I've hired for which I actually cared about/performed well/exceeded my expectations (he is like me)... That employee witnessed the following over an 8 hour period while training him: While he was trying to train him, he went outside for a smoke while performing a task not staying with my employee for training, he picked up $2 on a homeowners lawn (amongst other trash albeit, but that is not right).. It was $2 on a homeowners lawn, you don't put that in your pocket if you're an honest man, you just don't...
So, I'm firing this guy over $2.00 and the word of an employee whom I trust greatly.. there is more to the story, but that is the short and not so sweet version
I realize you said there is more to it, but frankly what you indicated doesn't indicate appropriate reasons for termination. I manage an organization with well over 500 employees. Picking up $2 and taking a smoke break, just aren't terminable offenses. How do you prove the $2 belonged to the home owner? If it is outside on the lawn, is it not possible that the money could have come from somewhere less other than the owner's pocket?
The Department of Labor requires that you give full time employees 2 15 minute breaks. Did he not ask? If not, did he know he was supposed to ask?
You are in the Great State of Tennessee which is an employment at will state, so wrongful termination is a difficult hurdle to jump for a plaintiff. While you might be able to technically term someone for any reason you want except for those reasons falling within a protected class (age, race, sex, religion), you might becareful of a harassment claim.
Honestly, if I were the employer, I'd sit the guy down go over my expectations of him as an employee and the reasons why I think he is getting off track. Write it up and tell him one more infraction - even being late to work - in x amount of time (6 month, so that it falls after his 90 days) he's going home for good. Remember, as an employer you have some moral obligation to be a human and treat people as such. Employees aren't perfect (neither are bosses - trust me!). You have an opportunity to coach someone. He may turn out to be a star employee, he may continue to be a dud. You will sleep better if you give him/her the benefit of the doubt with a stern counseling.
I have been treated in a black/white manner by bosses, I have been coached and given tolerance by bosses. I have managed my employees in a black and white manner, and I am learning to be a better mentor/coach. I have fired many employees, both for cause (performance or conduct) and elimination of jobs. The ability to terminate someone is an awesome "power", but it should only be used when absolutely necessary, after expectations are clearly communicated and (unless warranted by extreme behavior - illegal, immoral) an employee is given the ability to correct themselves - which is their responsibility. Part of being a leader is that you communicate expectations during the hiring process, adequately assess skill/attitude, and communicate expectations during employment. Many leadership coaches will tell you that terminations are a failure of leadership - fail to properly manage a company resulting in loss of jobs, failure to communicate performance expecations and properly train employees, etc.
Otherwise, if it is truly legitimate that you need to term the employee...simply sit down and tell the employee matter of factly that their conduct, actions, performance do not fit the company's standards and he/she will need to seek employment elsewhere. keep it simple, matter of fact. the more you talk, the more trouble you can get yourself into.
You asked for advice, and this is my advice based on what you have stated. Lastly, think about how you would feel if your boss posted your situation (albiet anonymously) on the internet, and you were to be fired the next day.
Good luck, but definitely put yourself in to his/her shoes first and ask yourself if you are doing the right thing.
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Is this really what the firing about or just kind of the trigger points? If you find 2 dollars out side its perfectly legal to pick it up and pocket it. I think the cut off in most states is anything over a 20. I realize you can't have an image as being a light fingered service company but this is something that requires a stern talking to IMHO. As for taking a smoke break, was he getting his two 15's mentioned earlier? If not thats something he can take you to the wage and hour board about (read: don't mention it when you fire him). I am guessing the break and the 2 bucks isn't everything and that he is lazy/slow/mouthy/stupid or some combination of those. If so the 2 bucks is your easiest way out. Say you have a policy that no one can take anyone from a work site, there is nothing you can do he's fired. People don't argue with "policy" like they do with a person. Leave the poor guy who reported him out of it, the guy is looking out for you, don't put him in an uncomfortable position.
But being in a Union doesnt help if you are employed in a right to work state. Then they can screw you anytime.
Unless there's more to the story, I agree with just giving him a lecture and telling him to man up or he's gonna get the boot. It may not be your call though. If you have no other choice, I feel for you bro... it's not that bad of an "offense" in my book. I work in a law firm and I also agree that you need to tread lightly and make sure it's a defensible firing.
A lecture is better than a lawsuit. TRUST ME on that one.
A lecture is better than a lawsuit. TRUST ME on that one.
Thanks for the words friends... I'm off to do the duty, just thought I'd check in here this morning to see if anyone suggested a kevlar vest or anything.. Later..