UI...HELP-LONG
ScorpioHR
338 Posts
[font size="1" color="#FF0000"]LAST EDITED ON 09-14-04 AT 01:27PM (CST)[/font][br][br]When I 1st came to work at my company I observed that people seemed to be fired "willy nilly" -If a superviosr got mad at you, was having a bad day, etc.etc. next I knew they were out the door. I had a few meetings with each department lead and we discussed the situation. During the course of this, our COO gave them a brilliant idea...Why not try to "rehabilitate" these troublesome individuals? So, now I have a manager who is into rehabilitating. Of course while she is rehabilitating them, their 90 days come and go and firing them becomes more difficult. She documents EVERY conversation, EVERY infraction...EVERY frown, etc etc etc. When she gets to the point where realization hits and you can't teach an old dog new tricks, she fires them. I have had 2 incidents in the last 3 months with Unemployment Insurance. She fired both these employee's for "violation of company policy" and "poor work performance". In each case I have 2-3 pages of documentation, every conversation she had with these ee's regarding the infractions, etc. etc. UI call's, I pull the files and read off dates, info, etc-They say"Yes, but WHAT exactly happened on August 17th that led to the termination that day?" I am on the other end of the phone scratching my head. Well duh, that was the day she realized they could not be rehabilitated???There is no sense to this and I am at a lose to rein her in. Any thoughts?
Comments
The other thing we use is 90 day performance appraisals. If they can't make it to satisfactory performance(or at least developmental) in 90 days then we terminate (regardless of what disciplinary actions are on file).
I imagine it's an administrative nightmare to have employees just make it past their training period, sign them up for benefits and then have to terminate the benefits.
The type of termination you describe cannot be defended in a UI hearing and will never lead to a successful UI outcome for your company.
First infraction: verbal warning (which is documented)
Second: Written warning and we require ee's to sign the form...so they can't later claim that they didn't know.
Third: It can be either a formal reprimand (basically a letter from the EVP detailing the infraction, clear ways to remedy, and the or else punchline) or a 3 day suspension w/o pay.
Fourth: is either a 3 day suspension w/o pay or termination-depending on the offense.
Issues that skip this process include clear violations of company policy such as sexual assult, workplace violence, pornography on the work PC...that sort of thing...
The day to day attitude issues and minor infractions follow the above procedure. It makes things much easier for us to defend...and clear for the ee's...they know what's expected.