This person resigned months ago, but we discovered that his work was incomplete, and we are not being penalized for nonsubmission and late submission of several documents.
Can we still run after him? Is it correct to make him liable even if he is no longer with us? (Well, I'm thinking if we discovered it earlier while he is here, we would've fired him anyway.) So can we still use him as a reason for nonsubmittal or late submission of requirements to our clients?
2007-03-01 04:59:12 · 4 answers · asked by Anonymous in Business & Finance ➔ Careers & Employment
You may tell the clients that your former employee was 'responsible' for their account, and may 'include' the fact that he did not 'finish' it and that you 'didn't know' until recently ... but you may NOT 'go after' him in any way, and neither may you attempt to have him 'fined' in a court proceeding for not finishing his work. You 'could' tell his 'next employer' of his 'shoddy work habits' if the call you for a 'reference' but that should be stated 'plainly' and 'without prejudice' against him as a person.
2007-03-01 05:16:22 · answer #1 · answered by Kris L 7 · 0⤊ 0⤋
Unless you had a special contract with him that would hold him responsible, no, you can't go after a former employee for poor performance.
As an employer/manager, you have a responsibility to make sure your employees are doing adequate work. Hopefully you have learned your lesson and will hire more responsible people in the future.
You can certainly use him as a reason for why your company shirked its responsibilities, but don't be surprised if your clients are not sympathetic.
2007-03-01 13:04:58 · answer #2 · answered by Vegan 7 · 1⤊ 0⤋
How can you make him liable if he doesn't work there? Did you get a written contract from him that whether he worked there or not he would complete the project? If you don't then I don't think you have a leg to stand on in terms of this guy finishing.
FP
2007-03-01 13:03:44 · answer #3 · answered by F. Perdurabo 7 · 0⤊ 0⤋
Sorry, but it's up to your company and it's employees to determine which work was complete or not. You cannot run after this former employee nor can you blame him for any work not done. If you do, he can sue you for defamation.
2007-03-01 13:07:21 · answer #4 · answered by GirlinNB 6 · 0⤊ 0⤋