Should I fire an employee who is careless when filling out legal documents?

Question

I have had problems with him not getting information from clients that is absolutely necessary. He has turned in applications without social security numbers, references, or even how much they were charged and if the premium was paid. I sat down with him last week and went over every single form that he had turned in. I told him to correct every mistake before he gave them back to me. He left them on my desk without many of the corrections that should have been made. What further upset me was the fact that the paperwork he turned in from the last few days was just as messed up as that which i had talked to him about. His job is very simple...basiclly fill in the blanks. The problem is that he misses half of the blanks. Should I fire him or give him another chance?

Answer 1

It is not clear what country you are posting from, but all countries have legislation to protect employees from unfair dismissal. You need to document his work performance and get free employment information from an employment lawyer about how *much* documentation is required in your country. You will need at least two more meetings with him to discuss his failures before you (and an employee tribunal if you are sued by him) can be certain that the fault does not lie with you.

Sometimes, employees are sloppy because they don't understand the consequences of their actions. Explain not only how to fill in the forms at your next meeting, but what happens when things are messed up. Ask him if he needs a checklist to make sure nothing is missed, and then assign him to create the first draft. Work with him to finalize the checklist. Have all your employees use it, not just him, so include the mistakes that other people regularly make as well.

If you are a professional (doctor, lawyer, accountant, etc.) he needs to understand his primary role there is to make your job easier, so you can focus on paying clients instead of admin and supervision. If you do not take care of the clients, no one in your office gets paid, and everyone is out of a job. When he fails, he is letting down everyone who depends financially on your work output, not just you.

Answer 2

It sounds like you already gave him his second chance by going over all his errors with him, and giving him the opportunity correct them. The fact that he didn't, and that subsequent work didn't improve, pretty much tells you his response. It's not likely to get better.

If you really want to be a nice guy, call him in once more and ask him why the errors weren't corrected, and why the work after that still had the same problems - ask what needs to happen to correct the situation. If he doesn't have a real good answer, give it up, fire him, and find someone who will do the work properly.

Answer 3

Is he valuable enough to keep? Maybe not in that seat, but another. Is there another position in which he could excell? Before you let him go, visit with him and explain the situation. Find out why he isn't performing and try to see if there is a fit somewhere else in your office. Be sure to explain that if he can't get things right, you will have to terminate him.

Point is, just because someone isn't or can't do one task, doesn't mean they wouldn't be good at someting else.

Hope this helps.

Answer 4

properly, the employer-employer relationship is long previous besides. yet is the jewelry save a set save (no pun meant haha)? Like are there a lot of those jewelry shops around? if so, she gets 'redeployed' into yet another branch, after she wins the case, just to remedy all bitter-tie & resentment between the two in touch. in spite of the undeniable fact that, as that's privately owned, i doubt this guy has franchised his shops to dominate the jewelry industry, as some shops do. inquiries to ask; might your sister be prepared to take the possibility that he might/won't try this lower back, right now? this might advise yet another project coming besides. does no longer there be thoughts of bitterness and hostility between the two? this may well be meditated in her paintings behaviour, and he or she might get fired for this too (for e.g. being too quiet or aggravated with clientele). she would be in a position to maximum probable win, as suspicion of something does not warrant deletion of pay... wish this permits :) solid success.. i think of she could stop and then take it to the courts :)

Answer 5

You need to be more clear about what you expect from him, and what the consequences will be. First, it sounds like you've already given him a verbal warning. Explain again that if you need to remind him of this that there will be a written warning (and put in his permanent file). Afterwards there will be grounds for dismissal.
Whatever action you decide to take, you need to be clear with the employee and have it in writing. I can't emphasize this enough. If there is no paperwork backing up your dismissal claim, the employee has grounds for unfair dismissal or possibly a lawsuit.

Answer 6

Yes give him another chance, but make a record of what has gone on to date. Sit down with him and tell him that this work is unacceptable and give him written notice of such. Tell him that if the work does not improve that you will have reasonable grounds for dismissal. If the work does not improve then you will not only have reasonable grounds for dismissal but you will also have the proper written records to prove it if you have to.

Answer 7

Hang the son of a *****!!! Hang'em between the hedges for all to see!!

Answer 8

youve already given him chances.is he special ed. or what?okay, 1 more chance and that's it. If necessary make him nod his head if he understands you.

Answer 9

Well Amanda, Think of it this way. "What's the one word that you never want to hear in a bomb plant?" answer is "Ooooops"