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Posted on 12/24/19 at 11:29 am to Kvothe
you simply cannot determine anything at this moment. What if she never returns to normal?
Posted on 12/24/19 at 11:35 am to Kvothe
quote:
We realized we over staffed recently and need to let two people go.
So, let me get this straight, you piece of shite. You fricked up and want to punish other people for it. On Christmas.
Maybe you should resign for your incompetence.
This post was edited on 12/24/19 at 11:37 am
Posted on 12/24/19 at 11:47 am to Kvothe
quote:
Sympathize with an amnesia riddled Christmas or fire her immediately?
Don't fire her on Christmas...wait until the 26th
Posted on 12/24/19 at 12:02 pm to Kvothe
frick it, sounds like a bullshite excuse. Maybe get a doctors excuse?
Posted on 12/24/19 at 12:04 pm to Kvothe
If she is hourly can’t you just not schedule any hours for her anymore without technically firing her?
Posted on 12/24/19 at 12:06 pm to Kvothe
Sounds fishy. Maybe a substance abuse issue.
Posted on 12/24/19 at 12:28 pm to Kvothe
You’re getting played. I kind of respect her for actually going with an “I have amnesia” excuse though
Posted on 12/24/19 at 1:10 pm to Kvothe
quote:
fire her immediately?
At will employee. None of the other drivel you posted matters
Posted on 12/24/19 at 1:28 pm to Displaced
quote:
If you fire her, she will sue you. Bet on it.
So.
Posted on 12/24/19 at 1:31 pm to Kvothe
Don’t fire her yet. Get doctor’s note or call and she if she is a listed patient. Get HR involved on timetable to see if she is out long enough, but she doesn’t qualify for FMLA so her having job when she comes back is out of the question
This post was edited on 12/24/19 at 1:32 pm
Posted on 12/24/19 at 1:31 pm to Kvothe
quote:
We realized we over staffed recently and need to let two people go. I had one in mind already for no call, no showing several times since being hired 5 weeks ago. She also gets sick extremely often, especially when she doesn’t agree with the daily tasks.
You have enough reason here to fire her.
quote:
Today, her boyfriend messaged me on the company intranet saying she had a seizure and has amnesia. Doesn’t know her name, the year, ect. and the doctor has no time table for return to normalcy. He wants to know if this is cool and if she’ll have her job whenever she gets healthy
Check with HR, but as long as she didn’t file a work comp claim you should be fine to fire her. She’s unreliable and unable to do her job. Sorry, but that calls for termination.
Posted on 12/24/19 at 1:33 pm to Ross
quote:
If she is hourly can’t you just not schedule any hours for her anymore without technically firing her?
Not if she’s getting benefits.
Posted on 12/24/19 at 1:51 pm to Kvothe
Firing her for an illness and you will be sued to death. You better hope her BF doesn't post here or you are toast.
Employment at will means you can fire anyone for "just about" anything. Health isn't one of the things.
If you fire her now, it looks like you fired her for being ill and you will end up paying.
And even if you win, you lose because you paid an expensive attorney to defend your company.
Hopefully you documented her absences and told her they were unacceptable at the time.
Employment at will means you can fire anyone for "just about" anything. Health isn't one of the things.
If you fire her now, it looks like you fired her for being ill and you will end up paying.
And even if you win, you lose because you paid an expensive attorney to defend your company.
Hopefully you documented her absences and told her they were unacceptable at the time.
This post was edited on 12/24/19 at 1:53 pm
Posted on 12/24/19 at 2:01 pm to TigerMyth36
It's less than 90 days. He doesn't have to have a reason to fire her. Just call her and say it isn't wokring out and your services are no longer needed. He doesn't need a reason.
I say less than 90 days because after 90 days she can file for unemployment benefits.
I say less than 90 days because after 90 days she can file for unemployment benefits.
This post was edited on 12/24/19 at 2:03 pm
Posted on 12/24/19 at 2:37 pm to VABuckeye
Consult with HR before doing anything. They will bring Risk Management in to consult as well.
Finally. be careful who you are talking to in person or through social media. The very fact that you are posting on the issue here is less than responsible and could potentially put the company at risk. .... not to mention your job if the employee finds this shite and winds up with a nice payoff because of your actions here.
Finally. be careful who you are talking to in person or through social media. The very fact that you are posting on the issue here is less than responsible and could potentially put the company at risk. .... not to mention your job if the employee finds this shite and winds up with a nice payoff because of your actions here.
Posted on 12/24/19 at 2:39 pm to Kvothe
quote:
no call, no showing several times since being hired 5 weeks
How the hell did she make it to Christmas??
Posted on 12/24/19 at 2:44 pm to Kvothe
How long has she been employed? If less than 90 days I’m just telling the boyfriend yeah it’s fine, unfortunately though she hasn’t been employed long enough for me to hold her position.
Posted on 12/24/19 at 2:48 pm to Kvothe
If she allowed someone else access to her account, you should have IT disable her account immediately. Should've been done as soon as you got the email from her bf.
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