Why would the manager who had made the decision to terminate your employment after discussing with ....?

Question

your supervisor said to me when I called her that she can't talk to me and I would have to talk to Human Resources?? Why she can't talk to me?? Do you know why she said that and what does that imply if she said that?? The supervisor on the other hand said that the employment decision has been made and he can't comment on it when I asked him to reconsider.. Do you know what's going on and why the manager said she can't talk to me and ask me to talk to HR instead? But HR was not the one who decided to terminate my employment there, they would just go by what the manager and supervisor said, so how would HR know and why the manager told me to ask the HR??

So why would HR be better to handle it than my boss??

But I think they may have made the decision that I am ineligible for rehire...

But the reason was that I didn't meet their production standards. Also, why would the supervisor apologize to me for the decision on my last day of employment there?

Answer 1

In some companies/situations that's the policy. HR is the one that brings the bad news. If that's not the case, I can imagine they thought your case was a delicate one (I don't know why) and that HR was better prepared to handle it than your boss...

Answer 2

Based upon what you would have written, if you weren't meeting their production standards, they were justified in firing you. It's done, it's over....move on.

HR knew about you being fired long before you did. They know because they are the ones who make sure company policy/procedure and employment laws are adhered to.

Your supervisor can not, and will not, discuss this matter with you because it is out of their hands. They made the recommendation to fire you, and HR is who you have to deal with if you want answers. But you won't get them. They owe you nothing. The time for you to ask your questions was when they pulled you aside and told you.

Just because you were fired doesn't make you a bad person or employee. It just means the company has decided they no longer want to pay you to work there. Your performance appears to be the reason why. Learn from it and move on.

Answer 3

They want the HR manager to give you the official reason why you were fired.

They don't want to get into a discussion with you because they're not going to change their minds no matter what you say. At this point, they have moved on without you. Further contact with you could jeopardize their own jobs.

You're already causing them a problem by examining the motive behind the apology that was made to you. Unfortunately, people in that position are not allowed to apologize because now you can come back with a lawyer and say they must mean it was wrong of them to fire you.

Come on, what are you going to do - try to force them to re-hire you and then work there knowing they don't want you around? It wouldn't be very long before they put together a new reason to terminate you.

.

Answer 4

The wrong response by a supervisor or manager could create a situation in which the company finds itself burdened by a lawsuit.
HR Managers/ Executives are supposed to know how to handle these kinds of situations.

In most cases of discipline/ discharge, the manager's decision is reviewed by HR. They are not merely a rubber stamp. If the decision is not based on "just cause", then HR has the obligation to, and will, oppose the action since it could lead to a "wrongful termination" lawsuit

Answer 5

Many companies have their own set of bylaws so to speak that they go by when it comes to matters such as this.

Asking you to route any exit questions to the Human Resources Dept simply removes the possibility of any unwanted contact between you and the supervisor.
It is simply business protocol.

Altho the manager may have offered information as to why your employment may have no longer been desirable, human resources is the department that would make the final decision as to layoff or firing.

Generally once a decision such as this is made, it is ironclad and there is no point in calling and asking for reconsideration.

When you completed work in that supervisors area, your business with that person was finished completely.
Therefore, your only other company contact is the Human Resources Manager/Department for final paperwork, pay or any benefit continuation offered.

Just learn from the experience and move on with your life from here!

Answer 6

My daughter worked in HR for 8 yrs and she handled problems like this. If you have a good reason for being fired, go to the unemployment office and file a claim. The manager said that because she was probably too busy to listen to you. HR would listen and then go to the boss when she wasn't busy.

Answer 7

It's nothing to take personally, it's for legal reasons. Once you got fired your termination status became the responsibility of the HR department.

If you feel you were wrongly terminated, don't talk to any of the managers OR the HR department, contact a lawyer.

Answer 8

first of all, your business language is atrocious!

having said that, i'd suggest you find an advocate who can relate your case in the same mumbo jumbo that business people talk........yeah?

people have been known to be dismissed without just cause. this is what you need to examine about your own tight spot at the moment.

the first thing that my law teacher intentionally over stated in our class was that law isn't necessarily justice, it's how it happens to be interpreted in the present case. that is what precedent or the first example is all about......so if you win a case with something that, as yet, has not been used before....you have set a precedent.

now go get 'em