Document after Termination?
System
5,885 Posts
We had an Dept. Mgr who had a terrible temper. I think I posted about him creating a hostile work environment a while back.
Well He was still throwing tantrums and walking off the job up until Monday but that is not what caused management to fire him. Apparently he wasn't implementing price changes that were absolutely necessary for the department to function and he was lying about doing it. Now we have the proof that he did this and I am going to write up a document saying that this why we termed him.
The trouble is that he threw the race card as soon as he was informed of his termination. HA! As if he wasn't actually given chance after chance for blowing his top every other day, intimidating other employees, walking out etc.! The problem is that noone documented this or asked me to document even after I pleaded with management to do that every single time.
SO, can i include his temper in the term document or should I just leave it at gross negligence ( he cost us about $18,000 to $20,000)?.: We have plenty of witnesses and one incident that occured the day before that somebody emailed the GM about.
I'm pretty riled about this guy. Even HE admitted he had a problem with his temper.
Well He was still throwing tantrums and walking off the job up until Monday but that is not what caused management to fire him. Apparently he wasn't implementing price changes that were absolutely necessary for the department to function and he was lying about doing it. Now we have the proof that he did this and I am going to write up a document saying that this why we termed him.
The trouble is that he threw the race card as soon as he was informed of his termination. HA! As if he wasn't actually given chance after chance for blowing his top every other day, intimidating other employees, walking out etc.! The problem is that noone documented this or asked me to document even after I pleaded with management to do that every single time.
SO, can i include his temper in the term document or should I just leave it at gross negligence ( he cost us about $18,000 to $20,000)?.: We have plenty of witnesses and one incident that occured the day before that somebody emailed the GM about.
I'm pretty riled about this guy. Even HE admitted he had a problem with his temper.
Comments
Documenting after the fact is building a case and I would not recommend this.
You may still want to consult an attorney, but based on what you said, this appears to be a good termination.
I just found out that as he was being escorted out of the building he accused our Finance Manager of setting him up and called him a "Jew" and called our programmer, who discovered his little secret, a "fag"
Hmph! And we are the racists.
I went straight with the gross negligence but included his parting remarks.
Thanks again!