I have a problem in our shop.

I have had a situation like yours in the past and had to fire the employee. I have had many employees lots of high school kids and have had lots of very good kids. Keep your cool and think clearly. Good luck
 
I wouldn't worry about him badmouthing the shop. The people he badmouths to will know who he is and what he is like, and will consider the source. And if they don't then they weren't worth bothering with anyhow.


Tom
 
Being that you didn't handle the situation immediatly, (nothing wrong with that for this situation) you will need to approach the situation differenlty. Kinda like yelling at the dog for pooping on the carpet 7 days after the fact. He may end up calling a lawyer (far fetched, but it could happen) and sue you for wrongful termination. (being that he was able to work since the incident.)

Does/did this person bad mouth his previous employer?
Talk bad about his previous company?

If so, put aside your anger and let him go easily! Make it come across as "cutting costs" If he is the "low man" on the totem pole, this should be easy. If not, make it known that you can no-longer afford to pay his salary. He can either agree to take a pay cut, or leave on his own....

Maybe cut his hours back a little at a time and force him to leave due to no work.

There are many ways to cut him loose. How you do it may impact whether he bad mouths your company.
 
Just thought of this.

Maybe you need to put up a sign for your employees stating something like:

"USE OF THIS PREMISIS, PRODUCTS AND/OR CHEMICALS
FOR PERSONAL VEHICLES IS PROHIBITED UNLESS YOU HAVE
WRITTEN PERMISSION FROM MANAGEMENT."

You could attach a copy of this statement to the employee paychecks. Have them sign/initial the notice and return it to management. Keep this copy in the employees file. (May want to have a copy of each one in your safe) I did this same type of thing when I managed a video store and didn't make a copy. I went to terminate an employee who violated the policy. After they violated the policy, he gained access to his employee file and removed it. I had NO proof that he was aware of the new policy! Couldn't terminate (used another reason to terminate the employee)
 
You guys ahve to deal with that reasoning stuff?

In Oklahoma they do not have to give a reason to fire you, your gone, thats that.
 
We only reason with those "smaller" violations......for the REAL violations, we just call some local "friends" to "take care of them" ;)
 
You must log in or register to reply here.
Back
Top