What would you do if the your employee does exactlly what you tell them not to do. Would you warn them or FIRE

Answer 1

1. Verbal warning.
2. Written warning (signed and dated by employee)
3. Written warning outlining the consequences of what will happen if the employee continues to act unfavorably (signed and dated by employee)
4. Termination of employee.

That is how I do things, as it never hurts to have a very well documented case when terminating an employee.

That being said if the employee was breaking the law in anyway I would immediately terminate the employee and file charges.

Answer 2

First step would be to confront the employee informally and ask why they disobeyed. This will allow the issue of miscommunication to be brought out --- or any form of misunderstanding. The attitude of the employee is extremely important in this step.

Second step (if another incident occurs, or where the attitude of the employee in step one was unacceptable) would be a written warning stating the grounds for the warning and the stipulation that if it recurs, the employee will be terminated.

Third step would be termination.

Answer 3

It all depends on what they are doing. Some things, like theft, are more serious, and can warrant immediate firing.

You need to document everything. If you just warn them verbally, it will be difficult to prove. It is easy to file an unjust dismissal lawsuit, and easy to file for unemployment.

You need to document what they did wrong, and most importantly, what you did to help them correct the error. If the problems continue, and you can show you tried to help, then you can probably fire them without being sued.

Answer 4

depending on where you work, you most likely have to give them a written warning.

these are the steps at my job:
1. informal oral warning
2. formal oral warning
3. formal written warning
4. notice to correct
5. hearing (for suspension)
6. termination

if you've already told the employee what not to do, that was already the oral warning. I'd get something in writing by giving them a written warning. always cover your back by keeping a paper trails AND always write down detailed info everytime you have to tell them something.

Answer 5

Depends on the nature of the incident. How disruptive/destructive was the event? Is this person typically a good worker or regular screw up?

It's really a judgement call on your part. Either would be justified.

Answer 6

Everyone deserves a second chance...one warning should suffice. A third chance?? Now you've turned into a glutton for punishment. One civil warning and then termination (if it goes unheeded) is appropriate...good luck!

Answer 7

What is it? And has the employee had written notice of your instruction not to do that?

We need more information.

Answer 8

Out the door they go. Unless they could show it was a safety thing that I missed and they kept harm from happening, then they get a bonus.

Answer 9

Depends on the employee, but if it were an hourly worker, I would probably fire them.

Answer 10

Give them one warning; if they do it again, fire them.