Firing someone
- Thread starter Mr^B
- Start date
Clear the person's desk overnight and instruct everyone in the workplace to act as if the person never existed. Pretend you don't know their name, who they are or where they are supposed to be on that day.
If they kick up a fuss, call the police and say you have an intruder who is experiencing delusions and may need sectioning under the Mental Health Act for their own protection.
If they kick up a fuss, call the police and say you have an intruder who is experiencing delusions and may need sectioning under the Mental Health Act for their own protection.
Soldato
- Joined
- 24 Sep 2007
- Posts
- 6,267
Why are they being fired, is it their fault?
Do it as decently as possible...not a nice thing for anyone involved.
Maybe also imagine yourself giving evidence to a neutral panel at an employment tribunal in two months' time to explain what you did. Was it done properly? The disciplinary process followed and sufficient warnings given, etc?
Maybe also imagine yourself giving evidence to a neutral panel at an employment tribunal in two months' time to explain what you did. Was it done properly? The disciplinary process followed and sufficient warnings given, etc?
Caporegime
- Joined
- 1 Dec 2010
- Posts
- 53,767
- Location
- Welling, London
Just be relaxed. Dont look nervous.
Are we allowed to ask why he has to be fired?
Not performing acceptably or masturbating in the office? Believe me I've had that one.
Are we allowed to ask why he has to be fired?
Not performing acceptably or masturbating in the office? Believe me I've had that one.
Soldato
- Joined
- 3 Aug 2008
- Posts
- 10,477
- Location
- Bath, England
invite them to your office, then accidentally rub your balls on their head and claim sexual assualt. fired.
Soldato
- Joined
- 4 Nov 2006
- Posts
- 2,752
- Location
- Yorkshire
Invite him for a sit down
It isn't easy, and those making light of it here have no idea how challenging it is for a manager, even if it is the right thing to do.
In some cases you're making someone unemployed, knowing they can't pay their bills, and knowing they will struggle to get work. That is a difficult thing to do.
The first thing, is making sure you have followed to the letter, the HR process in your organisation and that you have documented everything.
By everything I mean dates, times, words and phrases used, copies of signed written warnings, the lot.
Any conversations with the individual will have been documented and shared with them already I presume, so you have a written basis to show the situation already if you need to in an employment tribunal.
Depending on whether they have worked for the organisation more than 2 years is the next issue. If not, its 'easier' to do, they have very little rights other than if they can prove they have been discriminated against. If they have, it becomes a bigger beast, and you want your HR team to be dealing with it, or at least taking the lead.
I recently had to advise someone they wouldn't have a job anymore, and I actually called ACAS in the weeks leading up to the inevitable to get their view. They said everything done had been done to the letter of employment law, and at the very least was 'legal and fair'. You can't really hope for much more than that.
When it comes to telling them, less is more. A simple 'as you know, we've been trying to support you through performance improvement, and we've decided unfortunately that you aren't making the progress we had hoped. As such, we will be terminating your employment immediately', and just hope you get a 'reasonable' reaction. Don't get drawn into giving lots of examples. At this point, it is too late, and this isn't a discussion, this is a statement.
Reasonable reactions are probably still tears and swearing, but its not all bad. The pressure it removes you from is incredible once they are escorted off site.
For goodness sake though, make sure you do the sacking with someone as a witness, and share a write up of the event with each other with the other person replying 'I agree this is a fair and honest reflection of events' so it is there as evidence.
The important thing to just remember, everyone is human, so do it decently and with respect. You never, ever know when you will meet someone again.
Do not go parading around the office like a god afterwards. Simply doing the act shows people you'll take on difficult decisions. Your team will respect you if it was the right thing to do.
In some cases you're making someone unemployed, knowing they can't pay their bills, and knowing they will struggle to get work. That is a difficult thing to do.
The first thing, is making sure you have followed to the letter, the HR process in your organisation and that you have documented everything.
By everything I mean dates, times, words and phrases used, copies of signed written warnings, the lot.
Any conversations with the individual will have been documented and shared with them already I presume, so you have a written basis to show the situation already if you need to in an employment tribunal.
Depending on whether they have worked for the organisation more than 2 years is the next issue. If not, its 'easier' to do, they have very little rights other than if they can prove they have been discriminated against. If they have, it becomes a bigger beast, and you want your HR team to be dealing with it, or at least taking the lead.
I recently had to advise someone they wouldn't have a job anymore, and I actually called ACAS in the weeks leading up to the inevitable to get their view. They said everything done had been done to the letter of employment law, and at the very least was 'legal and fair'. You can't really hope for much more than that.
When it comes to telling them, less is more. A simple 'as you know, we've been trying to support you through performance improvement, and we've decided unfortunately that you aren't making the progress we had hoped. As such, we will be terminating your employment immediately', and just hope you get a 'reasonable' reaction. Don't get drawn into giving lots of examples. At this point, it is too late, and this isn't a discussion, this is a statement.
Reasonable reactions are probably still tears and swearing, but its not all bad. The pressure it removes you from is incredible once they are escorted off site.
For goodness sake though, make sure you do the sacking with someone as a witness, and share a write up of the event with each other with the other person replying 'I agree this is a fair and honest reflection of events' so it is there as evidence.
The important thing to just remember, everyone is human, so do it decently and with respect. You never, ever know when you will meet someone again.
Do not go parading around the office like a god afterwards. Simply doing the act shows people you'll take on difficult decisions. Your team will respect you if it was the right thing to do.
"hey dave glad you could see me today, please take a seat.
We've got some fantastic news regarding your career progression, I've been looking at the tables and i can happily say there's places available in virtually every role.
I've printed off some of the ones i think would be best for you and i recommend you get the applications in asap, dot worry I'll provide you with a glowing reference."
*proceed to hand over a bunch of print outs from the jobcenter web site ideally for cleaner roles*
"oh close the oor on your way out, that's a good chjap"
Unless they've done something monumentally stupid to constitute gross misconduct then presumably they know its coming and have already had a few meetings with you about performance. If they've got a few brain cells they'd have maybe have started looking elsewhere/preparing for this anyway. Surely just handle it like the initial meetings when you had to warn them they weren't doing too well... I think the poster above has given pretty solid advice, get guidance from HR and just stick to the basics.