can i fire an employee with attitude issues that has caused trouble to all?

Answer 1

In bigger corporations such as mine, a new employee has a six month probationary period in which he/she can be fired at will.

After he/she has completed the probationary period and is considered a permanant employee, there is a disciplinary process that has to be followed, unless the offense is grevous, meaning that it is blatent disrespect, violence, or something against the law.

For an attitude problem, a verbal warnal would be given, folllowed by a first written warning. The written warning has to be very specific, so keep a log of incidences and dates. The written warning has to include action steps for the employee to follow to get into compliance, and a time period to folllow the steps laid out. During that time, they are again placed on probationary stautus. After a second written warning, if they are unable to comply with the rules laid out, they can be fired.

Answer 2

Are you for real? You want to fire an employee because of his/her attitude? Attitude has A LOT to do with the environment in which one works. If you are simply firing someone for this reason, isn't that a direct reflection on your management style?

Listen, as this persons manager/superior/whatever, your first goal should be to guide and be an example for GOOD attitude. I don't know that I would consider going on YAHOO ANSWERS with a question that is directly going to affect a person in the real world a particularly good attitude.

Maybe you should try TALKING to the EMPLOYEE instead of random people on Yahoo. Maybe it's something simple, maybe is something deeper than just their attitude...or...maybe you're just too lazy of a boss to WANT to HELP your employees instead of simply controlling them.

My advice...seek a management class.

Answer 3

I didn't even read all the answers before writing this as I find the first few were just plain boring. The simple truth is: Yes. In almost all cases, people are employed "at will", which means that you can fire them with or with out notice and with or without cause, and unless they can prove discrimination, there is zero recourse.

In other words: If they fart in your general direction, it's the old heave-ho. They can yell "Help, I'm being oppressed" as much as they want, but you're still within your right to take the little birdy that has been straining so hard to take off and finally let fly, pink slip following closely behind of course.

Sorry for the cynicism, I'm a second shifter who woke up at 6am.

Answer 4

It depends on if anything has been done to try to change the attitude of this person such as verbal warnings, write-ups, etc. Also, how long has this person been an employee? If your company has a probation period and they is still in that period, then you can basically fire them for no reason.

Answer 5

Well, in Indiana you can fire anyone at any time for any reason (other than discrimination based on race, creed, color, sex, or age).

Now SHOULD you fire him is another question. I would say if you're the boss and you can do hiring and firing, can his ***. But make sure you've got somebody else lined up; you don't wanna screw yourself in the process.

However, if they do their job well, just ask yourself is it worth risking someone with a better attitude who can't do the job as well? If you work in any form of customer service, fire him (or her) now. You don't need a nasty attitude in front of cutomers. BIG BIG no no. But if there's no customers, it's a toss-up.

Answer 6

Different states have different laws about what are grounds for terminating employees. Some require no explaination of reasons for firing employees. Other states have guidelines on grounds for termination. In Oklahoma, an employer can terminate any worker without giving a reason.

Answer 7

Pretty obvious that you haven't read your HR policy. Most companies have a list of the unforgivable acts which will result in immediate termination. - Sucky attitude does not apply here.

Normal course of action and a huge rule of thumb - DOCUMENT DOCUMENT DOCUMENT - verbal warnings - written warnings - written course of actions - once these are done and there isn't any improvement - you can fire him. However, make sure you have followed the rules or it can come back and bite you in the a$$

Answer 8

Always make sure you know the employment relations law that governs your business.

But i would suggest trying to fix the problem first, there might be a way to that benefits all.

Remember the cost, risk and hassle involved in hiring new people, or forcing existing staff to take on extra burden.

Answer 9

Depends on the company, HR and the policies...

Have he/her had a write up, warnings...

If the paper trail does not exist you may have a problem with HR...
Plus does the employee have a certain medical issue?

Good luck....

Answer 10

If he is a bad person to the working environment then YES you have every right to fire him, screw every1 else thats being rude just do what you fell is right