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]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 since she's in the "improvement period" after an oral reprimand I need to give her the opportunity to improve first.

[/quote]
I have dealt with this. You go through the steps. It takes about two years for someone to be fired or they leave. It's very good that she's already in the progressive discipline process. You also have to go through the process that HR asks you to do, like trying to improve communication. Just do it, but document every conversation and encounter and have witnesses if possible. They need to do this to avoid lawsuits or to win one if they are sued. People sue all the time but don't necessarily win. She will bring up new problems, new issues, deflect and obfuscate; just stay on course. She is not redeemable. (I had someone who brought up wanting physical accommodations for repetitive motion injury that derailed a disciplinary conversion. We had to address that, then go back to it all.) Oftentimes, people quit as the disciplinary process goes further. Or your organization may need to find somewhere for her to go to finish up her career. You "contain" these people and allow them fewer opportunities to disrupt the workplace. Believe it or not, this is good experience for you to deal with this. You will probably encounter other similar situations in the future and you will learn from it. Unfortunately, it's the bad part of managing people. There are good parts too. I hope you have HR and management's support. [/quote]

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