Depends on the state, many are "at will" and you don't need reasons.
Still, best to have their annual and interim evaluations. Highlight areas needing improvement and their lack of progress, specifically.
You should have had 1 or 2 meetings,documenting their progress vs. specific targets or other evaluations perfromed.
Be casreful if they are old or a minority.
Don't say more than you need to, it will only come back to hurt you.
Don't lie, see aforementioned.
Hope this helps
Still, best to have their annual and interim evaluations. Highlight areas needing improvement and their lack of progress, specifically.
You should have had 1 or 2 meetings,documenting their progress vs. specific targets or other evaluations perfromed.
Be casreful if they are old or a minority.
Don't say more than you need to, it will only come back to hurt you.
Don't lie, see aforementioned.
Hope this helps
First, you aren't doing anybody any favors by keeping around an employee who is screwing up. Your first obligation is to the company. Also, this person may not even really want to work there deep down and needs a kick in the ass to get them to another job/career that they will ultimately be more happy. It sucks if they have a family. I try and work more with these people.
Now, I don't know what kind of work you do but in almost any job today, there are certain HR guidelines you have to follow before termination. I have a few different companies and had to have attorneys set this up for me. So, yes, have as much documentation as possible--written warnings, a plan to get them on track with a timeline. If they don't meet the agreed-upon expectations--then you have the right to fire them.
I could really go in depth but it would take too long. Good luck.
Now, I don't know what kind of work you do but in almost any job today, there are certain HR guidelines you have to follow before termination. I have a few different companies and had to have attorneys set this up for me. So, yes, have as much documentation as possible--written warnings, a plan to get them on track with a timeline. If they don't meet the agreed-upon expectations--then you have the right to fire them.
I could really go in depth but it would take too long. Good luck.
i am in illinois...not sure on the rules in this state regarding this.
situation is as follows:
person interviewed great six months ago. we hired her. that has been the highlight.
actually, the positives are that the customers like her and she is on time everday and only called in sick once.
the negatives are:
1) work ethic is poor. she constantly misses deadlines and doesn't seem to care. when she makes a mistake (every one makes them) she has an excuse. sometimes i catch her in a lie when making an excuse. i think this is a defense mechanism she has. something like "oh **** i screwed up...make something up quick so he'll think its not my fault".
2) mistakes are becoming a problem. the first month, i can see but...six months later...not good.
3) doesn't ask questions. if she doesn't know how to do something, she wings it rather than asking. half the time, she screws it up. i have told her several times to ask if she isn't sure...she just won't do it. its weird.
4) today was the capper. i found out that she had signed my name to some letters that went out as bank references. this is a big no-no. i asked her why she did it. she said i was out and she wanted to get the letters out today. i was in the bank all day today...another lie.
i have to let her go. she is absolutely brutal. nice girl, except for the lying.
do i have to warn her in writing and give her a chance or can i just get rid of her tomorrow?
situation is as follows:
person interviewed great six months ago. we hired her. that has been the highlight.
actually, the positives are that the customers like her and she is on time everday and only called in sick once.
the negatives are:
1) work ethic is poor. she constantly misses deadlines and doesn't seem to care. when she makes a mistake (every one makes them) she has an excuse. sometimes i catch her in a lie when making an excuse. i think this is a defense mechanism she has. something like "oh **** i screwed up...make something up quick so he'll think its not my fault".
2) mistakes are becoming a problem. the first month, i can see but...six months later...not good.
3) doesn't ask questions. if she doesn't know how to do something, she wings it rather than asking. half the time, she screws it up. i have told her several times to ask if she isn't sure...she just won't do it. its weird.
4) today was the capper. i found out that she had signed my name to some letters that went out as bank references. this is a big no-no. i asked her why she did it. she said i was out and she wanted to get the letters out today. i was in the bank all day today...another lie.
i have to let her go. she is absolutely brutal. nice girl, except for the lying.
do i have to warn her in writing and give her a chance or can i just get rid of her tomorrow?
?
You will have to have a legal reason for releasing. Lying is a good one. She will ask for un-employment. Don't fight it, maybe throw a couple months severance as well. Tell her the truth but assure you are not incriminating or have no just cause. Just for slacking is reason enough. Can she prove she was not slacking or incompetent or lied?
