|
What
are the legal issues?
*
Do
you have the records you need?
*
Does
it look as if you're out to "get" this employee?
*
Is there a possibility of discrimination (sex, age, race, religion,
workers' compensation, disability, national origin, marital status,
garnishment, leave status, polygraph, etc.)?
*
Will
the employee soon vest in any bonus, retirement benefit or other
benefit?
*
Has
the employee protested any working conditions?
*
Has
the employee been properly paid?
What
alternatives are available?
Naturally, there are many clear-cut cases where termination is the
only alternative. There are, however, other possibilities to consider.
For example:
*
Reassignment
*
Further
training
*
Counseling.
What
are the steps to discharge?
Will the employee be surprised? Confront employees as soon as you
see them failing to perform to your standards. Your direction to
them must be clear, concise and specific information as to what
results you expect and by when. Then tell them that if they do not
produce the results, they will be fired. The next time an employee
has a problem, you can see whether it is a new one or the same one
recurring and make an intelligent decision about firing the person.
Did we investigate? Find out what really happened. Give the employee
a chance to explain.
Have we followed our policy? Each time you confront or discipline
an employee, note the incident. Disciplinary steps may be enforced
by the following methods: verbal warnings, written warnings, or
termination. Factors which may be considered in the decision of
the appropriate steps include:
*Seriousness
of conduct
*Employment
record
*Employee's
ability to correct conduct
*Action
taken with respect to similar conduct by other employees
*Effect
on customers, guests, clients, vendors
*Surrounding
circumstances.
|
|
Did
we tell employees which actions lead to immediate discharge? For
example,
*Theft
*Falsification
of employment records, time records, deposit slips, register tapes,
guest checks, or other Company records
*Use,
possession, being under the influence of alcohol, narcotics, or
comparable items while on duty
*Willful
destruction of or damage to Company property
*Fighting
or willful acts (on the job, on Company premises, or on Company
business) resulting in injury to others
*Willful
disclosure of confidential Company information
*Rudeness
to any customer
*Insubordination.
Article reprinted
by permission from HRnext.com
 Have an
article for our readers?
CLICK HERE
|
l