9 DAY EE
ScorpioHR
338 Posts
We have an ee who will be employed with us 9 days as of today. Obviously, she is in her 90 day probationary period and I can let her go without notice, reason, yada yada yada-Here is my problem. I am firing her because 3 of the doctors who own the company have worked with her previously at others facilities (not ours) and state she is “far below average’ in job skills-The supervisor hired her while I was in Europe so the standard ritual and paperwork did not happen. We want to let her go today, but, the docs think she should be given 1 week severance as this is the supervisors fault for hiring her without following procedure-If we give her a weeks severance, can she use it against us?? I need to do this at 4 pm today, quick help is appreciated.
scorpio
scorpio
Comments
Jewel
I am letting her go because that is what the owners want.I told the doc's any severance pay was a bad plan as it would set precedent and be something I have to fight with the ee's about, they do all talk.
I think probably doctors are notorious for not liking somebody, maybe because she brought in brownies that were too tough. Aren't doctors treated like royalty, catered to, and anybody who doesn't kiss their ring is thrown to the lions? I think this may be closer to the truth. I would have an interview with the ee just as if it were her first with the company. And would reach my own assessment of her skills. I'd ask the supervisor what she based the hire on and what skills she detected in her interraction with the employee.
Severance, in this case, in the minds of the ones who suggested it, is nothing but hush money. If she's a minority or over 39, you have trouble looming in the wings. At minimum, she WILL qualify for UI if you let her go as you say you will.
(edit) Scorp; you do have your work cut out for you if you are going to change the culture there. I have no clue as to the potential for success. A few days ago, regarding some other goings on at your company, a fellow participant responded with this comment, and I think the same applies with this hire while you were away. """Your problem is that you are emersed in an environment that teaches and promotes poor management practices. Your solution is to do your homework, find a set of princlples and practices that are well grounded in HR and scratch and claw your way to changing the culture by implementing (in this case a hiring policy) for your managers and supervisors."""
Sometimes cultures, like hurricane paths, change really slow. Sometimes they never change.
"Aren't doctors treated like royalty, catered to, and anybody who doesn't kiss their ring is thrown to the lions?"
We have 9 partners in this practice and yes, many can be as you describe. However, the 2 doc's that are most vehement about her going are wonderful, considerate people who treat us very well. I really do not think that is the issue. I think they are concerned about us swinging into "high" season with a substandard rad tech aide.
I only ask because the process followed did have an ok from one doc, and the supervisors input has got to have some meaning. That said, you could be spitting into the wind to go against the 2 docs that had the bad experience. With just 9 days invested, it might be best to re-hire. I would also not pay severence.
If the medical community is such that everyone knows everyone else, your hiring process should take this into consideration to poll your group to see who objects and why. This could get messy but could also save you tons of later grief over a bad hire or a bad fit.
What a shame!
PORK
Absolutely, my thoughts in a nutshell. This whole situation is a mess and has certainly pointed out an already obvious situation with my co-managers. They want a body in a chair, they want it NOW and no amount of policy and procedure seems to stop the runaway train. I spoke with the COO yesterday before leaving work, I managed in a 10 minute conversation not to use any bad words, man I wanted to. We decided not to let her go at this point. We will meet with the 2 doc's, review her paperwork, resume etc. try to get better feedback and go from there. Thank you all for your advise. I will keep you posted!
scorpio
It is also true that if you are not a base period employer now, you may well be later, when he files another claim after another termination. I may not have completely understood your post. Qualifying for benefits and account charge are obviously two separate issues. I just don't want anyone to think that termination during probation rules someone ineligible. Chargeable, maybe not. Eligible, certainly. x:-)