- My Forums
- Tiger Rant
- LSU Recruiting
- SEC Rant
- Saints Talk
- Pelicans Talk
- More Sports Board
- Fantasy Sports
- Golf Board
- Soccer Board
- O-T Lounge
- Tech Board
- Home/Garden Board
- Outdoor Board
- Health/Fitness Board
- Movie/TV Board
- Book Board
- Music Board
- Political Talk
- Money Talk
- Fark Board
- Gaming Board
- Travel Board
- Food/Drink Board
- Ticket Exchange
- TD Help Board
Customize My Forums- View All Forums
- Show Left Links
- Topic Sort Options
- Trending Topics
- Recent Topics
- Active Topics
Started By
Message
re: Any tips on Firing someone?
Posted on 9/19/17 at 11:57 am to HeyHeyHogsAllTheWay
Posted on 9/19/17 at 11:57 am to HeyHeyHogsAllTheWay
quote:
trick my brother has used with a couple of people who he thought might cause a scene. Take them to a nice lunch and let them go in public. Not like at the top of your voice so everyone in the restaurant hears you, but just lowkey in a public setting. Less likely to get an explosive response. And as a bonus you have their last paycheck with you and that's that. You'll ship their private belongings to them, no need for them to return to the business. Lunch is on me, good luck in the future.
Whole lotta unnecessary stuff there imo.
1
Posted on 9/19/17 at 12:00 pm to Pastalaya
Absolutely record the entire thing. I dont know if you haev to tell her for it to count as evidence in a lawsuit but regardless, record it with your phone
Posted on 9/19/17 at 12:01 pm to little billy
quote:
Whole lotta unnecessary stuff there imo.
Probably so in most cases, but for the more sensitive people it saves him a lot of headaches.
Posted on 9/19/17 at 12:02 pm to Pastalaya
She fired herself. You're just the messenger.
Posted on 9/19/17 at 12:03 pm to HeyHeyHogsAllTheWay
I guess if it worked for those situations then that's good. If my boss took me to lunch to fire me I'd be like are you fricking kidding me?
Posted on 9/19/17 at 12:16 pm to Pastalaya
Be direct. Straight to the point and don't try to make them feel better by going on and on. Just say "Due to ___________ we have decided to let you go. Thank you for your service here. We wish you the best of luck in the future",
Posted on 9/19/17 at 12:21 pm to Pastalaya
My only advice is to have another female or HR a member (female HR a member of you can) with you
This post was edited on 9/19/17 at 12:22 pm
Posted on 9/19/17 at 12:21 pm to Pastalaya
Make them quit instead
This post was edited on 9/19/17 at 12:22 pm
Posted on 9/19/17 at 12:41 pm to DirtyMikeandtheBoys
quote:
Make them quit instead
I have a buddy who is a warehouse manager for a tire distributor. That's his philosophy, he never fires anyone for performance related issues. I mean sexual harassment or something along those lines yes he'll fire them, but if they are just shitty workers , he just cuts their hours and puts them on the shittiest job assignments until they quit.
Posted on 9/19/17 at 12:42 pm to Pastalaya
quote:
also this person is a highly emotional female
PIIHB as a severance package.
Posted on 9/19/17 at 12:50 pm to Pastalaya
My advice:
1- Have a check ready for wages earned up to Wednesday.
2- Make sure you have another Manager in the office with you.
3- When you give her the news, be direct and to the point. Do not give the person the opportunity to respond. Ever.
4- make sure you have documentation of the performance issues, lack of development, et al and that they are signed by employee, the manager and a witness and/or the person who provided the evaluation.
5- During the process of termination have someone collect all her things and have waiting for them outside meeting room.
6- Have security outside the door to escort the person from the building.
1- Have a check ready for wages earned up to Wednesday.
2- Make sure you have another Manager in the office with you.
3- When you give her the news, be direct and to the point. Do not give the person the opportunity to respond. Ever.
4- make sure you have documentation of the performance issues, lack of development, et al and that they are signed by employee, the manager and a witness and/or the person who provided the evaluation.
5- During the process of termination have someone collect all her things and have waiting for them outside meeting room.
6- Have security outside the door to escort the person from the building.
Posted on 9/19/17 at 12:54 pm to partsman103
Just say "I've heard you are a white supremacist, get out"
She'll leave.
She'll leave.
Posted on 9/19/17 at 1:26 pm to partsman103
Update:
We are going to provide a month's pay as severance.
I won't bring up the fact that she lied to me at all.
The conversation will be all around the most important reason as to why she is being let go...we are restructuring and cannot keep an extra assistant and instead need to hire another sales person.
Performance issues and dishonesty aside, this is the real truth.
We are going to provide a month's pay as severance.
I won't bring up the fact that she lied to me at all.
The conversation will be all around the most important reason as to why she is being let go...we are restructuring and cannot keep an extra assistant and instead need to hire another sales person.
Performance issues and dishonesty aside, this is the real truth.
This post was edited on 9/19/17 at 1:28 pm
Posted on 9/19/17 at 1:28 pm to Pastalaya
quote:
Update:
We are going to provide a month's pay as severance.
I won't bring up the fact that she lied to me at all.
The conversation will be all around the most important reason as to why she is being let go...we are restructuring and cannot keep an extra assistant and instead need to hire another sales person.
Performance issues and dishonesty aside, this is the real truth.
You need a real paper trail.
You have this right?
edit: It is honorable yall are doing 1 months pay though.
This post was edited on 9/19/17 at 1:29 pm
Posted on 9/19/17 at 1:32 pm to Pastalaya
quote:
We are going to provide a month's pay as severance.
Are you firing her or laying her off? Firing is not a severance. If you offer a severance, are you not setting yourself up for other things also?
You do realize she is going to say she wants to try the sales job right?
Imo, that's a bad idea. If her performance sucks, fire her. Don't discuss the other things, it's not necessary at all.
Make up your mind though, at this point stop feeling bad. Cut ties and move on, its best for both sides.
Posted on 9/19/17 at 1:54 pm to HeyHeyHogsAllTheWay
[]
This post was edited on 11/8/20 at 10:07 am
Posted on 9/19/17 at 2:07 pm to Kraut Dawg
quote:
Are you saying that the employer doesn't pay federal unemployment tax?
That's not what I'm saying at all. What I AM saying is that the portion the employer pays is actually the employee's money too, because it's figured into the cost of hiring said employee. IOW if an employer wasn't required to pay say $100 a week in UE insurance for an employee one would expect that the employer would pay the $100 a week directly to the employee.
Probably not what would really happen, but it's the theory.
Posted on 9/19/17 at 2:18 pm to HeyHeyHogsAllTheWay
[
This post was edited on 11/8/20 at 10:07 am
Posted on 9/19/17 at 2:31 pm to Pastalaya
Posted on 9/19/17 at 2:32 pm to Pastalaya
We have always documented the personnel file when there are issues of any kind just in case even though LA is an at will state.
I've only fought unemployment one time because it was appropriate. I won. Otherwise, it's just not worth my time to do so and particularly if it requires the presence of other employees. I prefer not to involve them. It's not exactly a morale booster.
We do not give a reason for the firing. We don't have to. It's very simply something like "your services are no longer needed and you are no longer an employee" along with whatever cleanup info needs to be given regarding Cobra and other benefits.
When we know ahead of time that a firing is going to happen, the desk/work station is cleared out either after work the day before or early in the morning before others arrive with two people present. The employee is then met upon arrival and escorted to whatever office in which the termination will take place, presented the belongings and escorted from the building. Sometimes, the employee may be called to the office just before closing such that the other employees are gone when it happens and the two people present can escort the employee to the work station to clear out the desk. It seems to work better when there isn't an office full of other employees present.
I've only fought unemployment one time because it was appropriate. I won. Otherwise, it's just not worth my time to do so and particularly if it requires the presence of other employees. I prefer not to involve them. It's not exactly a morale booster.
We do not give a reason for the firing. We don't have to. It's very simply something like "your services are no longer needed and you are no longer an employee" along with whatever cleanup info needs to be given regarding Cobra and other benefits.
When we know ahead of time that a firing is going to happen, the desk/work station is cleared out either after work the day before or early in the morning before others arrive with two people present. The employee is then met upon arrival and escorted to whatever office in which the termination will take place, presented the belongings and escorted from the building. Sometimes, the employee may be called to the office just before closing such that the other employees are gone when it happens and the two people present can escort the employee to the work station to clear out the desk. It seems to work better when there isn't an office full of other employees present.
Page 7 of 8
Popular
Back to top
Follow TigerDroppings for LSU Football News