What reasons and procedures for discipline and termination should there be in a company’s policy?<!—-><!—-> <!—->
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Running a Successful Construction Company suggests “turning up late several days a week, working sluggishly†and “not correcting mistakes,†as one reason to fire someone. “Violation of good safety practice†is suggested as another. <!—-><!—->
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For someone still in the trial period, David Gerstel suggests first having “a brief, evaluative conference with the employee and asking for change.” For a longer-term employee he recommends following up with “a friendly letter outlining problems and suggesting solutions intended to foster the employee’s turnaround.†In the instance of a safety violation he suggests that the worker be “reminded in a respectful way,†before beginning rapid progressive discipline.<!—-> <!—->
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What reasons and procedures exist in your company?<!—-> <!—->
–T
Replies
Have it in writting. Make them sign it. Enforce it. No show no call no nothing? Fire them. They are at will employees. You don't need a reason. Just hand them their check and say, "If you ever decide you want to work, come back and let's talk."
Show up on time everyday, work 8-10 hrs a day like the rest of us.
Disicplinary actions- guns taken away and put on piece rate. Sink or swim then dude.
When people don't know what you're about,
They put you down and shut you out.
No call, no show......fired. Violating a standing safety practice or any form of horse play.......fired. Working slow, having to many mistakes, not taking blame when it's their fault.......strong warning of a firing, followed by getting fired.
Everything I said applies to my crew, I can not fire the other company guys, but I can make sure they don't come back on my jobs. If they pizz me off enough, I could probably get them laid off for a bit. I know, I have done it.
JeremyThe bad news is you've done exactly the right things to be exactly where you are today. "IdahoDon 1/31/07"
had employees for 32 years now.. never had a written policy..
some guys.. i should have fired sooner..
some guys. gave them a few chances and it worked out great for both of us
Mike Smith Rhode Island : Design / Build / Repair / Restore
you grab them by the ears and with a very rapid back and forth movement in a very distinguiish voice tone " Do your freakin job"
I think you have a future in Human resources and Customer service. LOL When people don't know what you're about, They put you down and shut you out.
It takes 3-3" binders to cover all of our company policy's and practice's, but we probably turn a bit more work than most people on this board. I am sure plumbbill and a few others have worked on jobs with the company policy shelf in the job trailer.
jeremyThe bad news is you've done exactly the right things to be exactly where you are today.
"IdahoDon 1/31/07"
Show up after drinking or drugs.. I didn't fire you , you just quit.
Random testing enforced.
Written policys are a double edge sword since it's very hard to write something that is all inclusive. Actually write it out so it includes everything and it's so long that nobody reads it or takes it seriously.
When somebody does something stupid simply say, "Do this, not that."
When somebody does something that looks bad or is iritating say, "That's inapropriate behavior."
After repeating those two lines until you've had enough simply say, "This just isn't working out. You'll be happier working somewhere with a better fit. Here's your check, best of luck." Then stand there for 10 minutes while they vent, pout, dig through their toolbox and throw away anything you've given them, and then simply ask them to leave.
Well, ok, I do have a sit down with them a week before and say, "A, b and c have to happen. It's not optional for your position, they simply have to happen. Then hug and sing carpentry songs together so as to not damage their self esteme.
Beer was created so carpenters wouldn't rule the world.
alot of this is human nature. I got people yhay will show up late and work through lunch, when is reality they are grabbing a sammy later.Like yesterday company bought everybody some equipment that they are responsible. told everybody to stick it behind their seat of their truck. out of nine people, nine gave me an argument. One said he was leaving it in the bed and if somebody takes it, company buying him a new one. couple say they put it inthe tool box but dont lock the toolbox. one dont even have a tool box.you just want to grab them by the ears.
Keep in mind that unless subject to a union contract, an employee can be fired for no reason or even a stupid reason (although not because of race, religion, etc.) Once you create a policy, you need to be very careful to document it in writing so that you don't inadvertently create a contractual right that will prevent you from getting rid of someone just because he's a jerk. There is something to be said for maintaining the freedom to be arbitrary and capricious.
What Scott said, but since I'm not an attorney, I will exagerate for effect.
If your policy says why they can be fired, those are the only reasons they can be.
If your policy is vauge or slightly contradictory, it will be interpreted in the other guys favor.
If you don't meticulously and faithfully follow every single step in your policy, you might have to pay the fired guy full wages until he finds a better paying job.
IMO, the only person who should write a personell policy is your full time HR depts' manager.SamT
Anyone who doesn't take truth seriously in small matters cannot be trusted in large ones either. [Einstein] Tks, BossHogg.
it reminds me of giving a written warranty for building a house
my reading of the Moss-Magnuson law years ago convinced me that i didn't want to give a written warranty.. at least none wherein i spelled out anything in detail
maybe i should start another thread about warrantys
i guess a lot of this has to do my attitude that a lot of statements committed to paper can be construed against the writer
AND a lot of scalawags will give all kinds of written reassurances , but never deliver on the promise ( "lifetime warranty, all workmanship guaranteed, etc " )
better to build a reputation based on history
Mike Smith Rhode Island : Design / Build / Repair / Restore
Guys, I get that I “must preserve the right to terminate an employee at will,†David states in his book that the personnel experts that emphasize this make an important point. However, he also says that “it is also true that if a policy statement is to be part of your process of building a team of people who treat each other with consideration, it should provide for a termination process that is more than a gun the head.â€<!----><!----><!---->
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What if I wrote something like the following?<!----><!---->
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The company preserves the right to terminate an employee at will, without any reason, and without any procedure before doing so. However, as a courtesy only, be prepared for the following possibilities.<!----><!---->
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Possible reasons for progressive disciple leading to termination are, but by no means limited to:<!----><!---->
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1 . . .<!----><!---->
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3 . . . and so on<!----><!---->
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Possible reasons for immediate termination are, but by no means limited to:<!----><!---->
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1 . . .<!----><!---->
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3 . . . and so on<!----><!---->
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This way, my employees will know a little bit of what to expect.<!----><!---->-T
I'm not an employment lawyer, but I like your approach.