Reply to Pissed that I have to do remedial counselling with an employee who was reprimanded for harassing me.

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Reply to "Pissed that I have to do remedial counselling with an employee who was reprimanded for harassing me."

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[quote=Anonymous][quote=Anonymous][quote=Anonymous][quote=Anonymous][quote=Anonymous]Why do you think she can’t be fired?!? frankly I’m sick of managers not firing people like this and just passing the buck. Not only is she not doing her work, but I see insubordination too.

In her performance write up, make the tasks she has to perform very quantifiable. “Produces x amount of reports a week” and when she doesn’t, put her on a PIP. My HR is incredibly helpful and supportive of PIPs. After 30 or 45 days of she’s still not working, it’s immediate firing. Who cares about the union? The union supports PIPs. [/quote]

OP here. She is on step 2 of 6 of progressive discipline. There's so many more hoops to jump through to get her fired. It's doable, but[b] since she's in the "improvement period" after an oral reprimand I need to give her the opportunity to improve first.[/b]

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Then you need to do so. She can be fired and if she continues down the current path, she will be.

I get that the situation sucks, but it is the situation. And while I agree that all the communication manager/psychological safety stuff is bunk, if you put your best foot forward then the burden shifts to her to show improvement.

I would object to talking to her in person versus email on the grounds that at this stage every interaction needs to be clear and documented. I'd invite the communication manager to be present for all in-person interactions to insure clarity and psychological safety for the employee being counseled.

You are being given tools to allow this person to build an ironclad case against themselves. Use them.

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OP here. This is solid advice, thank you. I appreciate it.[/quote]

this whole thread is enraging. I can't believe we piss away tax dollars like this. These people should be fired immediately. [/quote]

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