I work for a professional company. My employee was born in the USA and when she was hired she stated "Fluent in English" on her resume. However, the way she speaks is not understandable either to me or the customers. For instance, "who be the client?" instead of "who is the client?"; "He do" instead of "he does," "bothum" instead of "both of them" and so on and on... So technically she lied on her resume because that is not fluent English. So can I fire her or will I get in trouble?
2007-05-14 03:14:33 · 13 answers · asked by Ronnie 2 in Politics & Government ➔ Law & Ethics
Sherylin, I didnt hire her - HR department did. DUH!
2007-05-14 03:23:07 · update #1
I would give her the nastiest work tasks available with no chance of getting a raise for quite sometime. Try to get her to quit. Talk to her and tell her if she will not communicate properly with the customers she will be demoted or fired. It seems to me she is trying to create a situation for a lawsuit. In my state it is legal to fire someone for lying on a job application and poor work performance.
2007-05-14 03:24:01 · answer #1 · answered by Bud W 5 · 1⤊ 1⤋
It depends on your state. I am in California, where it is an "At Will" employment state. If the employee is still on probation, you don't have to hire her on perm. Document, document, document! Write down all interaction from customers and fellow employees in her file, making sure you add date and time of each issue. This should help you terminate her employment while having documented reasons why. This way it shows that you are doing this for legitimate business reasons. Hope this helps.
2007-05-14 03:27:49 · answer #2 · answered by Anonymous · 2⤊ 0⤋
If she is an "at will" employee, you can fire her without reason. Many companies have a probation period. It's a chance to measure the quality of an employees work. Sounds like she doesn't measure up to your standards.
Be careful though, the way you worded this smacks of racial overtones. Make sure you dismiss her for poor job performance.
2007-05-14 03:21:05 · answer #3 · answered by Jim J 3 · 2⤊ 0⤋
You can fire on the grounds of language skills if they are relevant to the position - if she is in front of customers and they can't understand her for example.
However, since you have an HR department, you need to take it up with them - they may have other policies that will prevent you from firing this individual.
2007-05-14 03:56:53 · answer #4 · answered by Anonymous · 0⤊ 0⤋
No. secure practices to a definite volume and in accordance with reason of firing. we could say tge guy or woman became into injured or suffers from a valid quickly disabling condition, till he does what should not be executed mutually as at wirk then ge shouldn't ve fired for coming in previous due or taking longer time to artwork.
2017-01-09 20:03:26 · answer #5 · answered by gerdes 3 · 0⤊ 0⤋
sir/ma'am, employment law allows you to hire and fire anybody for any legal business reason that does not violate the persons rights and does not constitute singling out the person due to individual differences due to color, creed, health, sexual preferences etc. except where that individual preference actually inhibits the person from being able to perform the job for which s/he was hired for. example a jew/muslim refusing to handle pig meat when he works in a pig meat packaging company after renewing or converting his/her faith.
as for her pronunciation...you would probably lose out in a us jury, but her tense structure would get you points. but note she said fluent not good or excellent.
2007-05-14 03:41:01 · answer #6 · answered by ub6to6 1 · 1⤊ 0⤋
Most state you can let anyone go with no reason, just hand them a notice at the end of the work day and escort them to the door.
2007-05-14 03:28:57 · answer #7 · answered by bbj1776 5 · 2⤊ 0⤋
Because her diction is not proper you are stating that she is not fluent. This is of course not true. She may use slang and vernacular but I'm going to guess that you dont speak like an Oxford educated person. SO no, you cannot fire her.
2007-05-14 03:47:46 · answer #8 · answered by zebj25 6 · 0⤊ 2⤋
If you live in a right to work state, you can fire this employee for anything you want to fire them for.
2007-05-14 03:19:36 · answer #9 · answered by msi_cord 7 · 2⤊ 1⤋
I think coaching would be the best course of action. Some people require development and this person appears to be one of them. You can politely correct this person and they will appreciate it in the long run. I knew a guy who wanted a management position. I explained that he will never get into management by "axing" people questions. He compared him to Lizzy Borden.
2007-05-14 03:21:11 · answer #10 · answered by Anonymous · 1⤊ 3⤋