Need to fire someone - timing?
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Anonymous
| Let him go now and if you can offer severance. |
Anonymous
To be nice maybe will make last day Friday Jan 2nd. Gets paid Xmas and new years and gets him Jan benefits. No severance as this is for cause. But will get two weeks in lieu of notice and will pay out vacation, |
Anonymous
| First thing in morning why drag this out? You're not helping them there is no bonus get it over with. |
Anonymous
Freddie Mac would move up firing date to before end of month. To make sure they don’t pay for extra month of health insurance. Was in multiple meetings where this was discussed and I was asked to follow thru on date. It sucked |
Anonymous
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2 comments - 1. I’m one of those people that believe every firing has something to do with and is partly owned by manager/management. 2. They are being let go into the worst job market we’ve had in, what, decades.
Recommend after the holidays and mid-January ‘if’ you’ve given serious critique in verbal and written warning. If they don’t have in writing that they will lose job if they don’t make changes (in email or on paper), don’t think they’ve been given opportunity. Agree with other poster that I sense they haven’t received continuous feedback. (I think many firings are unfair anyway, due to miscommunications or internal politics.) I don’t believe they’re as bad as you think they are. |
Anonymous
| HR generally gives us guidance in these cases as to what time makes the most sense and what you need to do beforehand. |
Anonymous
This has to be a troll. Why wouldn’t you follow HR policy? The OP seems to believe they have the right to terminate someone without a PIP or documented cause, which shows a misunderstanding of employment law. Proper documentation and adherence to process are required; failing to do so exposes the organization to significant legal risk. |
Anonymous
I an in a “At will” state. And documenting things is actually discouraged some firms. I was let go my one job a week after a perfect YE review where I reached 110 percent of my goals. Bottom line new CEO wanted to bring in his own people. In this case person just can’t pick things up and refuses to learn new things. We fire them all the time last job just code them “job mismatch” A PIP is pointless. |
Anonymous
+1 I agree with this. |
Anonymous
| I’d put them on paid leave through the end of the year if that’s an option. |
Anonymous
| How long has this person been at your organization? Weeks? Months? Years? |
Anonymous
+1. How did this person seem competent in your selection process but is completely useless now? If this job is so specialized, you should have asked robust screening questions in your interviews. If they managed to slide by these questions while being completely incapable, your team was clueless about what they needed when they hired him, and you are now rewriting history to suit your needs. Nothing wrong with firing someone who is not working out, but it's easier to be less caring if you don't take accountability of your own failures to hire and train properly. |
Anonymous
| Firing someone in December is cruel especially if you can wait 2 more weeks. It’s not like you didn’t know this was going to happen OP. You could have done it Nov 1. But you sat on it. So sit on it for 15 friggen more days. |
Anonymous
Thank God they took vacation! Going to pull trigger maybe Monday Jan 5th gets them medical and jobs open up. |
Anonymous
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I was fired days after my birthday and days before Thanksgiving.
My birthday is always a dark day for me, but come Thanksgiving I never think about it. |