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[quote=Anonymous]Sorry OP. I’ve had to fire people before and doing it piecemeal like this sucks. Back when I worked for a larger firm, their HR would try to persuade us execs to make the under performing employees quit, first via PIP then by scaring them into thinking their job is at risk. Literally advised to say stuff like “I’d like to talk on Tuesday at 4 PM and in the meantime organize your folders. The goal is to scare an employee into quitting so they don’t have liability or need to severance you.

If your work wasn’t great (even if it was something you disagree w in the pip like not copying the boss, it’s her right to ask it). So being fired is a part of life and sometimes it’s necessary. But the Machiavellian tactics tells you all you need to know about the company. I always stood up against that crap when I had to fire people. I put people on a pip as needed but I told them most of my people on pips had success stories. And I tried to address issues that might be holding people back. Ultimately when I had to fire it was done on a Tuesday morning when the office was quiet and the person could leave at lunch if they wanted privacy. Never tried to intimidate people into quitting.

In future op or others, ask for the option to resign in lieu of firing. Agree to submit a letter of resignation, and ask that the employer agree not to dispute unemployment. Get a small severance. 2 weeks is a minimum and if you’ve been there a long time and are an exec, one month per year of employment is a generous but not uncommon severance.

Hope you land on your feet stronger.

[/quote]

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