PAULSC
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Discuss the issue with her, put an improvement plan into place with clear goals and timetables for her to meet your expectations, document her subsequent progress (or lack thereof), and if at the end of the improvement plan period she has started doing the job, congratulate her. If not, using your regularly updated documentation from that period, call her in for a discharge meeting. Be fair, firm and friendly throughout the process, but stay focused on goals, timetables and results. In these meetings, try to have someone from HR, or at least another person in your company, preferably management, sit in, to witness the tenor of your conduct, and to prevent the meeting from becoming confrontational.
If you do have to discharge her, you'll have given her reasonable means of avoiding that, and you'll have documentation to present to the Department of Labor in your jurisdiction, if she claims unemployment benefits, or files discrimination proceedings, as part of an age protected class. If you do discharge her, you'll have the opportunity to hire a replacement who will do the job.
But you might consider a temp to hire program with a local temp agency, so that you get a good look at people you might potentially hire for the position. You pay a bit more to hire this way, because of the agency fee, but you avoid liability. |
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funnyjawbone
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Talk. Probation. Pink Slip. |
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la buena bruja
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fire her |
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adrianne
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How are you her boss and making less money? Fire her. Now. Before your good workers all leave. |
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rallman@sbcglobal.net
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I learned this a long time ago. Don't blame your employee's, If you build a product or perform a service and you make less then your employee then you are not getting enough money for your product or service. It's all in the pricing. |
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Jelly Bean
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Document, and have her to sign the infraction. You need to counsel her as to what the expectation/s of her job duties are. Whenever an employee comes to you complaining about her you need to have a meeting with her and explain the complaint and also the time frame and the remedy to solving the problem. If the problems continue, you will have grounds to fire her if after the given time frame for the change isn't met. There should never be an employee allowed to keep their employment when having job duties removed because of the inability to do them. |
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NCMom
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Why are people coming to you? Are you her boss? If you are, there should be procedures for this situation. They usually involve documenting everything, counseling her about improving her performance, not giving her yearly raises, writing her up, up to and including firing. |
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starofsong
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Why is she still receiving the same pay? If she is not earning what you are paying her for, instead of changing up her job duties, try cutting her hours. If she continues to not pull her own weight, cut more hours. If she works less hours she will earn less pay. The less pay, the more she will realize that you mean business. You are the boss and if she won't follow your rules then do the ultimate - fire her. Tough love. |
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Mattfox14
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Sack her |
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Spanrd
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This is sorta like the problem I am having in one of my college classes. My friend and I pull our weight but the other 3 of them are slacking or coming to our meetings drunk. We went to the teacher continuously to talk about our problems. I would say take it through the ranks and eventually someone will notice what she is doing. Just keep doing what you are doing and know that morally you are right and she is wrong. Hang in there and it will work, Karma will come on her. |
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Mistystars
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She works for you right? keep lowering her pay until she get the idea or fire her. |
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Shirley (Bumblefly)
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I'm assuming that you don't have the power to fire her? Maybe you should talk to her about this or talk to a superior about it. |
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Lynn
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DTMFA! |
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BARB
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Seniority has it's benefit's.
May-be she want' the company to give her a big payoff to quit. |
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DA METALZ
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fire her .. |
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Jewel J
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Fire her. She has given every reason to be let go. |
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imalunatic67
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you should talk to your boss aboiut it and ask them why is this alowed to happen? I know how you feel some lazy perosns eraning more or even aproach them and saqy look what happened (not advised theyll ost likely spin you a load of crao about the job not being yady yady ya)
consult your boss tell them how you feel |
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James
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have a quiet word with her about it but then if she does not start working better after 2 weeks, then give her a formal warning, then if that doesnt work fire her, that is the professional way to do it |
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gabe_r805
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simple!
First of all its called work for a reason, we have to WORK!!
You should talk to her and tell her that her pay scale(job classification) requires her to do certain things. If she doesn't improve fire her. Its simple we work to make money and business are in it to make money not to lose money. |
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Daddy of 2
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Are you documenting everytime you have to take duties from her? You can fire her for not doing her job, she is wasting company money by you paying her, and you can probably hire someone else to replace her for less money and will do the job better! |
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Ash
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I think that you should tell the people that have complained to you that she has more experiance with this company
and thats just how it works. |
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