If he really really pissed you of and has a good number of grave violations in a span of just two weeks and he is not the least bit sorry.
2007-12-17 11:53:55 · 24 answers · asked by ken 6 in Travel ➔ Asia Pacific ➔ Philippines
You could do it as long as you have done the correct procedure in firing an employee . Is he on probation yet , means he is less than five months continuous employment ? If yes then you could terminate his services even without cause , just send a letter of termination . If he has been continuously employed for five months above then hold your pen , you have to do this procedure not to be later accused of illegal termination and be liable to the Labor Department if he files a complaint against your company . 1 ) First time he committed an abuse , did you gave him a verbal reprimand ? 2) Second offense , did you inform him in writing that he has committed a lapse or abuse and gave him 24 hours to explain his side in writing ? If he has given you a written explanation , did you suspend him anyway explaining that the explanation was not accepted so he is now suspended without pay for 1 day or more ? If he has been suspended and now he commits another lapse or abuse , you should inform in writing the Labor department and submitting all the previous action done on these person , that you are now terminating him for repeated abusive behavior or lapses in his work . The Labor department will act on this request or they would guide you farther if they feel there is a need before terminating this guys services. If the Labor Dept agreed with your decision basing an all the presentations your company submitted , then they will give you clearance to terminate the guy.
Thats the correct procedure in cases of termination , be it Christmas or whatever instances , this is business we are talking about . Your not acting on it with dispatch may affect the morale and discipline of the whole work force you have .
2007-12-17 12:56:25 · answer #1 · answered by Anonymous · 1⤊ 2⤋
That would be the ultimate inhumane thing to do, to fire an employee during the holidays. It happened to an officemate of my daughter and she is pregnant, too. How callous can a person be?! If I were the boss and the employee has been a pain in the neck for sometime, I would give him due notice that he is only up to the end of the month (December) and give him a little "pabaon" to tide him over ( the gap between being unemployed and his next job). It's the least I can do for him as a former boss and as a human being.
2007-12-17 21:31:45 · answer #2 · answered by annabelle p 7 · 4⤊ 1⤋
Hurtful it is but I will fire him because there is a valid reason why Im doing it but of course before doing it make sure you already talk to him about his attitude & the reson behind it. That's the hard part of being a boss, making tough decisions for the benefit of all even if you need to sacrifice some.
2007-12-17 20:20:05 · answer #3 · answered by Crissa 3 · 2⤊ 0⤋
I have been a boss. But to me it is always hard to fire anyone. But if that person, had violations left and right. I would have to let them go. Fire, to me is so harsh. I am taking it this person is irresponsible for their actions, then why worry about letting them go. If they have no respect for their job or themselves then why worry about getting rid of that person. When someone acts like that person did, it just brings down the demeanor of their peers and attitudes of others. Don't put yourself out by worrying.
2007-12-17 20:14:02 · answer #4 · answered by Corgisruletheroost 5 · 1⤊ 0⤋
You have set all the indubitable conditions for me to fire this person pronto!.
If I do not do it now, I will be irresponsible as a boss, and the morale of other staff members who do well will go down. They would think that someone is being given a special treatment.
2007-12-17 20:40:58 · answer #5 · answered by Anonymous · 2⤊ 0⤋
I would need a really good reason to fire an employee during the holiday season. But if necessary....
2007-12-17 20:02:16 · answer #6 · answered by John 5 · 3⤊ 0⤋
If I was the boss, I would do what I had to do. If someone was a terrible employee and there wasn't any other choice, then I would do it.
Business sometimes cannot let emotions get in the way. It is sad but true.
2007-12-17 20:08:32 · answer #7 · answered by Adam 7 · 2⤊ 1⤋
Definitely yes.. Christmas is a time of giving but you can only give if the other person is willing to receive.. Since the person does not admit of the errors and your company or job is getting affected, firing him or her would be the best thing to do not only for the company also for himself/herself.. Give them the chance though to submit their resignation papers so it would not be hard for them to find a new job...
2007-12-18 15:48:42 · answer #8 · answered by Leander 5 · 2⤊ 0⤋
Depends on the seriousness of the offenses, I can't just go by personal preference. But if he wasn't doing his job, and was going against policy, and not doing a good job with costumers then yes I would fire him.
2007-12-17 20:08:21 · answer #9 · answered by Kimberly 3 · 2⤊ 0⤋
If I am the boss and I did my job of mentoring, coaching and
counselling the employee for the last three months, then YES.
2007-12-17 20:49:43 · answer #10 · answered by Great Days 6 · 1⤊ 0⤋