Need to fire someone - timing?

[Anonymous]

January 2nd.

[Anonymous]

After the New Year. Total crap to do it now.

[Anonymous]

HR leader here....

I have managed the layoff process, as well as firing employees for cause, for 20 years in my career. I believe there is a special place in hell for managers/leaders who don't HAVE TO fire someone during the holidays, but CHOOSE TO.

As long as paying the salary for a few more weeks won't cause the company to go under, wait until January.

Seriously.

[Anonymous]

Anonymous wrote:At this point, just wait until January. Really crappy to let someone go the week before Chriestmas

+2

Seriously

[Anonymous]

Anonymous wrote:The health insurance point that a PP made is a good one. Let them stay until Jan 2 so they have insurance until Jan 31.

+2

I was let go on the 25th of the month, had to scramble to get on DH’s insurance and his HR office screwed up so we actually weren’t insured for a few days. Imagine if something had happened…

OP, you don’t sound like a nice person to work for.

[Anonymous]

Anonymous wrote:

Anonymous wrote:The health insurance point that a PP made is a good one. Let them stay until Jan 2 so they have insurance until Jan 31.

+2

I was let go on the 25th of the month, had to scramble to get on DH’s insurance and his HR office screwed up so we actually weren’t insured for a few days. Imagine if something had happened…

OP, you don’t sound like a nice person to work for.

I am his Boss, not his Mechanic I can't fix him.

And by the way you did have insurance, COBRA is retroactive. You would have just paid one month prem if you made claims under old plan.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote: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.

+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.

I dont have time for that crap. We hire, and to be honest our severance sucks it is at 2 weeks per year. This person was fired last job so unemployed at time so not a big deal.

My last job we had 30-40 percent turnover on new hires we just hire and fire to ramp up. More efficient. Not really my job to train someone who is doing exact same job they were doing at prior three companies.

Seen this a lot people churn through jobs at quick to hire desperate places but quickly get let got 3-5 times in a row over a short period of time. Then even shitty companies wont hire. I do a job where every job is different and we dont repeat jobs for 1-3 years. So it is something you have to pick up one your own as I dont know it or other people dont know it.

So it is more art than skill. So you churn people. Around 8-15 months if not getting it off they go. My old company we fired or they quit 80 percent of new hires in first 24 months. They kept the 20 percent rock stars. this went on for 2-4 years till they had mainly rock stars > my new place is not a start up but seems we have the 10-30 year people and the 6-12 month people. We churn the 6-12 month people.

But I did the right thing. Jan 2nd. Person walks out a bag of cash since I let them get paid during holidays for doing nothing, then got paid med all of Jan and we top up some vacation days in Jan and two weeks severance. With UI can hold them over at least 2-3 months till they land on their feet

Is this OP?

You can barely put coherent paragraphs together, and you want us to believe you are capable of proper management and delegation. It's not your job to train, and you do a piss poor job at hiring. What value do you add to that company? Perhaps you should be the one getting fired.

Anyway, good job on doing the right thing!

[Anonymous]

Anonymous wrote:How long has this person been at your organization? Weeks? Months? Years?

Less than a year

[Anonymous]

You do know Freddie and Fannie on Wed before Thanksgiving does mass firings all the time.

Very little work is done between Thanksgiving and Martin Luther King day. They dont want to pay for 4 holidays and a few half days mixed in.

Then they repost most of those jobs after Martin Luther King day and new hires usually start after Presidents Day. Then given if they start March 1st, they can work most of year as not much vacation accrued yet. and the following year a prorated bonus.

I say the worst time is Wed of Thanksgiving to be let go. No one is hiring or interviewing till at least Jan 2nd. Getting let go Jan 2nd is a blessing.

[Anonymous]

Anonymous wrote:You do know Freddie and Fannie on Wed before Thanksgiving does mass firings all the time.

Very little work is done between Thanksgiving and Martin Luther King day. They dont want to pay for 4 holidays and a few half days mixed in.

Then they repost most of those jobs after Martin Luther King day and new hires usually start after Presidents Day. Then given if they start March 1st, they can work most of year as not much vacation accrued yet. and the following year a prorated bonus.

I say the worst time is Wed of Thanksgiving to be let go. No one is hiring or interviewing till at least Jan 2nd. Getting let go Jan 2nd is a blessing.

not like they are productive during the rest of the year...

[Anonymous]

-Holidays are already stressful
-People overspend during this time
-Losing your job with both of these in mind is a mental breakdown waiting to happen

I don't want to be morbid, but I'd feel pretty bad if I fired someone and they committed suicide or something. There are so few reasons to fire someone right before xmas that can't wait until January.

[Anonymous]

Anonymous wrote:

Anonymous wrote:You do know Freddie and Fannie on Wed before Thanksgiving does mass firings all the time.

Very little work is done between Thanksgiving and Martin Luther King day. They dont want to pay for 4 holidays and a few half days mixed in.

Then they repost most of those jobs after Martin Luther King day and new hires usually start after Presidents Day. Then given if they start March 1st, they can work most of year as not much vacation accrued yet. and the following year a prorated bonus.

I say the worst time is Wed of Thanksgiving to be let go. No one is hiring or interviewing till at least Jan 2nd. Getting let go Jan 2nd is a blessing.

not like they are productive during the rest of the year...

they are not which is why they resort to firings to make budget work each year.

[Anonymous]

Anonymous wrote:-Holidays are already stressful
-People overspend during this time
-Losing your job with both of these in mind is a mental breakdown waiting to happen

I don't want to be morbid, but I'd feel pretty bad if I fired someone and they committed suicide or something. There are so few reasons to fire someone right before xmas that can't wait until January.

Please. This is a kid who is most likely hitting ski slopes or spring break while off from work a few weeks. Dont be a Drama Lama

[Anonymous]

Anonymous wrote:

Anonymous wrote:-Holidays are already stressful
-People overspend during this time
-Losing your job with both of these in mind is a mental breakdown waiting to happen

I don't want to be morbid, but I'd feel pretty bad if I fired someone and they committed suicide or something. There are so few reasons to fire someone right before xmas that can't wait until January.

Please. This is a kid who is most likely hitting ski slopes or spring break while off from work a few weeks. Dont be a Drama Lama

There are reasons HR unilaterally does not fire during certain times. You're delusional if you think this isn't a possibility.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:-Holidays are already stressful
-People overspend during this time
-Losing your job with both of these in mind is a mental breakdown waiting to happen

I don't want to be morbid, but I'd feel pretty bad if I fired someone and they committed suicide or something. There are so few reasons to fire someone right before xmas that can't wait until January.

Please. This is a kid who is most likely hitting ski slopes or spring break while off from work a few weeks. Dont be a Drama Lama

There are reasons HR unilaterally does not fire during certain times. You're delusional if you think this isn't a possibility.

So you think firing someone Monday Jan 5th will make them happy?

I got to do next year planning. We can get more work done without them. Replaced someone better a lot more.
They are eating my budget up. Idea world they are gone and I wait 2-3 months to replace for my and my staff’s mental health