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nikki852_2000 | Firing employee tomorrow .. specific reason enough? |
i have to fire an employee tomorrow i can not procrastinate this decision any longer. what i want to know is this reason enough. i cant just say the girl has an attitude problem. this is an at will daycare center.
*attitude has changed drastically over the past month. several employees and parents have commented on your behavior and attitude towards the children and others
*tasks are not being completed- you do not make the children pick up toys every afternoon on the playground.
*excessive absentces- the days you have missed from work, asked off whole days and parts of days are excessive and you decide at the last minute to change days off and we have to re do our whole schedule.
the girl is really nice but i think she has too much going on at home these days or something. her ATTITUDE is the major issue i have. and in a daycare setting you can not act this way. it affects the children.
i have to tell her tomorrow she has no idea. this is my first time doing this
Additional Details
im not in the uk .. i suppose i should check my profile .. im in georgia (USA)
on our employee policy sheet we have the statement that we are an at will employment so that covers us leagally i think .. i just wanted some different perspective on the situation |
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jcurrieii
 |
If you like her, let her know that you are genuinely regretful that you have to let her go, but that you have been receiving complaints from parents about her behaviour around the children. That combined with her inattention to her duties, and expectation that work should accomodate her life, you can no longer afford to keep her on.
If you don't like her, tell her that because of the changes in her work ethic and job performance you can not see how you can keep her around. And then tell her she should not bother using your Day Care as a reference, or on her resume.
In either case, do it after the parents have picked-up the kids, but before the rest of the staff leaves.
Good Luck! |
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Tristam H
|
Both of the first two answers are correct in part, if your business is located in a "Right to Work" state no reason is needed other than a comment of "Not a good Job Match".
Also ensure that you will be able to give her her final paycheck with 24 hours.
Last but not least if her attitude is the main reason for dismissal then ensure that you make a note of it in her personnel file. Also include as much information about her failure to perform the job as required.
Last but not least inform unemployment that she was dismissed with cause to prevent any legal challenges should she want to fight. |
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Brad
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Technically, every state is an "employment at will" state. Montana is the only one to my knowledge that has strict provisions on terminations. Georgia if I remember correctly is pretty lax, and you can let someone go without fearing a major lawsuit and such. You'll hear horror stories, but they are typically embellished and exaggerated, or taken out of context. Really, letting a non performing employee go legally is fairly simple.
If she's not working out for you, affecting the kids, business, whatever, you can just tell her she's not needed any longer. I would, out of courtesy give her some kind of warning if you've not already. If you've already given a warning, and nothings changed, then do what you have to and move along. |
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budding author
 |
Cant see much from your profile, so I don't know where you are from etc.
In the UK we need 3 written warnings prior to firing an employee, or you can get done for unfair dismissal .Very expensive.
I assume you have at least talked to this girl about the problem and tried to find out what it's all about? And told her that if things dont improve, she is out of a job?
You have a job to do, so do it!
But try and keep a bit of humanity over the process.
How would you feel if you were fired without prior warning?
If warned in the past and no improvement then fair enough, do your job. |
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MELISSA
|
I think you need to give her specific written warnings for each occurence. You should have everything in writing and have her sign each *WARNING* then you have a paper trail & history of the attitude/attendence issues. Without citing specific instances (and discussing them with her) you are opening yourself up to a lawsuit/unemployment NIGHTMARE. |
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Micki
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Have you given her any warnings? Placed her on probation? If your company has allowed the days off, you really cannot all of the sudden change your tune. Also - is she aware of your task policy? Did she get the proper training? As far as the behavior comments, are these documented?
I'd talk to her first and let her know that problems exist. Just shooting her in the back isn't very business-like of you. |
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Ethan J Taylor
 |
Check your employee policy with regards to dismissal and grievance procedure. By law you must have given her one. If (as is the case with MOST UK EMPLOYERS) you have none, my advice is to protect your business by giving her a warning letter first that unless she changes her behaviour within 7, 14, 21 or 28 days you will have to take further action. If you do NOT do this you may have to face her in an industrial tribunal and the penalties are high.
Then contact your professional body or the citizens advice bureau or you local legal firm you may give you a fixed fee interview for a small amoutn (you usually get 45 minutes ofr a reduced fee) and then take along a copy of her employment contract and any grievance agreement or policies you may already have.
Be cautious and dont be emotional - you are running a business not a charity but you still have to meet the requirements of the law in the UK.
If you want any further advice you can contact me at ethan@ethanjtaylor.com I am a professional business coach and author of business books. |
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SusiQ
|
That is definately a good enough reason to fire someone.
When you work with children, you have to be very careful with what you do and what you say. They are like sponges and will remember absolutely everything.
if you think that could possibly affect them, then you gotta let her go. they are the ones that after all.....are keeping your business going, not her.
The first person you fire is always the hardest.....
Good luck! |
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lovubooboo
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Absolutely not, you seem to have been more than fair, and sometimes people tend to take advantage. |
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chris n
 |
I don't think it's right to fire her. There is no reason you couldn't have told her before about these problems. They don't "seem" to be big problems at all. You say your self that she is a "nice girl". Obviously, you can fire her. But, I think it's totally wrong here. Give her a chance to improve. |
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Lisa r
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As an owner of a daycare you need to think of the children first.
If you want to be nice before you fire her remind her of every incident that has happened and how you have given her chances but you have to think of you business and other employees. Maybe when she staightens out the things in her life she can come back and reapply.
If not just say as of today your are no longer employeed by the daycare and I need you to leave. |
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beardockingpin
 |
Well have you gave her a warning? cause there are steps so that you don't end up being sued.
Steps consist of :
1. Give them a warning(if you have never done this it might cause you a problem later in form of suit. )
2. Focus on specific behavior goals give the employee a list of behaviors you find unacceptable.
3. Fire early in the week and never on a Friday.
4. Make it short, sweet and to the point.
5. Do not let the employee .
6. Reassign the terminated employee’s job duties promptly.
7. Do not fight the employee’s claim for unemployment benefits.
8. Get the job done Dont act as if you are scared to complete the task of firing them. |
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al
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I think the attitude part is too subjective and personal. I'd stay with the absences and tasks. These two things can be measured objectively. These two things are results of the attitude. If she asks what she she can do to save her job then go into the attitude. If you give subjective reasons they can come back later and say they were fired because you did not like them. While that maybe true in some respect do not leave yourself open to that charge. Good luck. it is a hard thing to do. |
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