 Can I sue for being terminated for a good faith act? |
| I had a relationship with a third party employee on the job. I broke off the relationship and she threated bodily harm to me and my girlfriend.I went to my superintendant and told him the situation ... |
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 Shell profits 1.5 million AN HOUR!! So why are all our prices going up for fuel? |
| Bloody sickening dont you think, these companies are bleeding the good people of the nation dry.... |
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 Should we boycott Cinema's? |
They throw out viewers for bringing their own snacks rather then buying their overpriced inhouse sold snacks and drinks.
We go to see a movie, not get ripped off.
http://uk.movies.... |
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| I would like to know details of the economy in the UK and why it is strong. What is their biggest export and any information on some of the largest UK companies in electronics etc would also be ... |
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hi
i ordered a game form Amazon.co.uk and payed extra for a first class mail and basically i was wondering how long it takes for a package to get delivered through 1st Class Mail.
the ... |
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| I want to know why many people say Walmart is evil.... |
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| I haven't had to send very much by either so wouldn't know how to judge them on that. However, in my past experiences, it seems that receiving mail by UPS is more efficient than FedEx. The ... |
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 Should we sue Wal-Mart for this? |
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Janet W | How do i deal with a subordinate that gossips and talks to line employees about management issues? |
this person is an important part of our management team,
however, her hand has been caught in the cookie jar.
any advice? |
 |
 
Rico Goldstar
 |
Unless you have a specific company policy that states that employees (especially management) are to refrain from that type of behavior, then legally there is nothing you can do. You can't tell someone to stop talking or stop speaking their mind. However, you can discourage this type of behavior by telling the person that they should be a leader and should speak well of the company. They should be an example to others. They need to be positive and uplifting, not negative and disgruntled. Tell them that their attitude and behavior on the job reflects on them as well as the company that EMPLOYS them, and they shouldn't bite the hand that feeds them. Emphasize that negative behavior will most likely lead to a negative score on their yearly/quarterly employee evaluation. A bad eval could result in missing out on opportunities such as raises, bonuses, promotions and cushier positions with more perks in the future. |
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stormwarnfm
|
If you are not in a position of discipline, the best thing you can do is say "oh really" and walk away.
If you are in a position of discipline, discuss the gossip policy with the person (but make sure you have actually witnessed the gossip and not relying on hearsay from other team members), and explain the next steps of the discipline process should the person choose to continue the behavior. |
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Shahidur R
|
fire him |
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Sandi A
 |
i would find out the clear company policy on the issue and if it violates company policy and you're in the position to do so, write them up, you want a papertrail so if you do terminate them you have proof. you usually give them a specific time period to correct the problem, lets say 30 days, and be specific in the write up, also include that if it isn't correct, additional disciplinary action will be take up to and including termination, so this covers you in the event that it does continue, you'll have the option to either suspend, or terminate, but PUT IT IN WRITING> |
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Brad H
|
Maybe you should find out why she is doing this. Maybe there is a purpose. Maybe she has issues that maybe you should listen too. Maybe she is trying to keep the line employees informed.
If you haven't got the message MAYBE there are many reasons for it and you should communicate and ask her directly to find out where she is coming from. If it is disruptive then you should state your case. Your in management and this sounds like you need to find ownership of the problem and solve it. |
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You ask, I answer
|
suspension or firing. |
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B Divine
 |
lol-buy a tape recorder from walmart. the ones with the micro tapes come with a mike that clips to your pocket, and can be turned so that it only comes on when people speak (I use it for lectures). $25.00.
Leaving the tape on the CEos desk with a note explaining what this person does, and who it is...PRICELESS!! |
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Manuel
 |
First off before you do any thing rash.. Try talking to them to see what he/she thinks. Sometimes a different perspective is needed to improve some situations. Not to say you do or dont need improvement but simply put, hear what he has to say before you discipline him. Information is good and you also can find out alot of what other people in the company are feeling and thinking. It could be a good thing to hear him out but at the same time he may need to be repremanded because he is possible starting to paint a bad picture of the company or persons int he company for the other co-workers. |
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mom of 2
|
You need to go to hr they can handle it anonymously , you protect yourself as well. Or go thru the chain of command. Whoever you report to, but keep in mind unless you have proof its heresay and gossip. |
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Robert D
 |
Either this is against company policy or it isnt, and if it is warn him about it and tell him he will be fired if he does it again. Then fire him if he does. Simple as that. |
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