We have an employee who has been with us for about three months now and is only working at about half the productivity of the other employees and has shown no signs of improvement. It's costing us money to have this person work for us, so they really have to go.
How should we go about doing it? Any small business owners or anyone else with appropriate experience at this have any tips? Thanks.
2007-01-05 16:38:17 · 13 answers · asked by John's Secret Identity™ 6 in Business & Finance ➔ Other - Business & Finance
Needless to say, we've never actually had to fire anyone before.
2007-01-05 16:39:16 · update #1
A bit of added context:
We are a very small couple-run business with a handfull of part-time employees.
We are in an at-will employment state.
2007-01-05 17:09:48 · update #2
good question....try to say it as nice as possible..i cant think of any right now..but im sure that u'll think of something....O and dont tell them their fired infront of people..its embaressing..im sure u already know that
2007-01-05 16:42:13 · answer #1 · answered by ? 2 · 0⤊ 1⤋
Be sure to have documented poor performance in their written file. Prior to letting him/her go, give your employee a suspension - they do not come in to work and do not get paid. I'd say make it a five day suspension. During this time, you prepare the final paycheck (which you have to provide to employees you fire). When you give them a suspension, write it out that it is for poor performance, failure to work, regular tardiness, and other MISCONDUCT (if you don't want to pay unemployment). If there was no misconduct, then don't worry about it.
At the end of the suspension, just tell them you have decided to let them go. All of this should be done out of sight of everyone else - you can get in trouble for humiliating them. You should have their supervisor with you so that you have a witness to the whole deal. When you fire him/her after the suspension, hand over the paycheck.
We had a horrible employee the beginning of the year who refused to follow directions and even to come in to work. We ended up letting her go and had to appeal the case to a judge because the hourly unemployment people believed her sob story. The judge, however, told her her behavior was unacceptable and we haven't had to pay any unemployment. We didn't suspend her, but now it is our policy to do so before firing to create a written record ... Have the employee sign the suspension saying that you discussed the problem with them ... not that they agree, but that they know.
2007-01-05 16:54:28 · answer #2 · answered by M H 3 · 1⤊ 0⤋
Refer to HR to avoid legal problems. See if the employee is still on a probation peroid. Also in most companies there is usually an oral warning, written warning and then final termination.
OR,
You can always flat out tell the person the same way you just told us.
Since you have joined the company 3 months ago, we feel that you should be up to speed and proficient with the work you are responsible for. (insert examples) We feel that your productivity is not at the same level as the other employees(insert examples) and therefore with much regret, your services are no longer required.
HTH
2007-01-05 16:57:38 · answer #3 · answered by NekoPurrPurr 2 · 0⤊ 1⤋
You just got to be a man and "manager/owner". If it's a chick and your fear a sexual discrimination law suit; I'd have another person with you while you "let them go"... that way they can back up your story if something happens. Obviously they need to be mature... Firing someone is kind of a personal matter. regardless though you need to call it like you see it and fire her. Tell her what you have seen, tell her that she has not improved, tell her your letting her go for whatever reasons.
If its a dude your firing... heck, call it like you see it. Tell him the same thing as above.
Good luck, it's never easy firing someone.
2007-01-05 16:44:12 · answer #4 · answered by sgtgregg 3 · 1⤊ 1⤋
Have the person directly below you do it if that person does not want to fire the person have them go a step below him/her.
starts at owner next manager after that asst manager. or give them a way stronger work load that way they might quit. =)
2007-01-05 16:51:20 · answer #5 · answered by Wonderingplz 3 · 0⤊ 1⤋
Fire him or her due to lack of productivity. Make sure it is documented beforehand though in order to cover your own ***. You should have fired them before their 90 days was up.
2007-01-05 16:41:16 · answer #6 · answered by Stranger in a Strangeland 5 · 1⤊ 1⤋
This is a great website for Human Resource advice.
http://humanresources.about.com/od/howtofireanemployee/How_to_Fire_an_Employee_Legal_and_Ethical_Steps_to_Fire_an_Employee.htm
2007-01-05 16:43:15 · answer #7 · answered by Searcher 7 · 0⤊ 0⤋
Construct one of those wheel of fortune type things, but instead of amounts of money on them, have them all say "You're Fired". Then just invite him to spin the wheel of destiny.
2007-01-05 16:41:19 · answer #8 · answered by Jack S 5 · 0⤊ 2⤋
A gun, steady hand and a good aim to scare 'em away, LOL.
I'd sit 'em down an tell them that they're not making the expectations.
2007-01-05 16:41:23 · answer #9 · answered by Anonymous · 0⤊ 2⤋
give him a fake job offer from a fake company with better wages and benefits.. when he quits and takes the "job", he'll be out of your hair!
why fire people when you can get them to quit!
WHOOHOOO!!! LEVEL 3 BIATCH!
2007-01-05 16:41:19 · answer #10 · answered by Anonymous · 1⤊ 2⤋