Mook Posted September 29, 2011 Report Share Posted September 29, 2011 Our HR manager disagrees. Oh well. Her problem not mine :D Link to comment Share on other sites More sharing options...
NewNiceMrMe Posted September 29, 2011 Report Share Posted September 29, 2011 Best practice and handbooks might well say a process is Verbal, Written, Final, Dismissal - but the reality is you can skip to any if the seriousness of the offence merits it. For example, if someone came to you and said one of your employees had taken 5 days off sick when they had in fact buggered off abroad - would you give a verbal for that? If they were long servers you might not want to say it was gross misconduct - but then again would you just want to give a verbal warning for it? I think it's a very difficult area and personally I wouldn't ever want to work in a HR capacity. Link to comment Share on other sites More sharing options...
xaddiction Posted September 29, 2011 Report Share Posted September 29, 2011 What ever you decide to do it would look better on you if you tried to correct his behaviour. Address his lateness with an informal chat or formal if needs be. If he does it again make it a verbal warning then written then dismiss him. If anything comes of it after he's gone it's not as if you wasn't nice and gave him chance to begin with. It's his fault if he hangs himself. Deny all of his holiday requests. Tell him he can have the time off that's in his contract and no more. If he doesn't turn into work and uses sickness as his reason.... I'd go meet him at the airport when he lands. Should be fun! We had a guy at our place screaming and shouting at a customer on two separate occasions. One of which was an elderly lady... When it came to him being dismissed he had his union rep with him. He pointed out that our company had a duty of care and had made no effort to help him with his anger management issues. And also that if he took it to a tribunal he'd win. He kept his job. It's a funny old world. Link to comment Share on other sites More sharing options...
Tipex Posted September 29, 2011 Report Share Posted September 29, 2011 Is it true that a verbal warning has to be given in writing? Someone once told me that was the case, otherwise you have no way of proving it was given, assuming no independent witnesses. Link to comment Share on other sites More sharing options...
Mook Posted September 29, 2011 Report Share Posted September 29, 2011 You should document every meeting with staff w.r.t. disciplinary action, reviews etc and ideally they should sign to agree that that's what was said - then you cover your own arse. Link to comment Share on other sites More sharing options...
garcon magnifique Posted September 29, 2011 Report Share Posted September 29, 2011 Our HR manager disagrees. Oh well. Her problem not mine :D Wow. An HR manager that doesn't know her f*cking job. Stunning. Really. Honestly. Never heard of before... Link to comment Share on other sites More sharing options...
NewNiceMrMe Posted September 29, 2011 Report Share Posted September 29, 2011 Yes, as weird as it is, a verbal warning is a verbal warning recorded on paper. I think we said it at the start - the key to HR and performance managing people out of a business is documenting everything. A HR Director I used to work very closely with (when my ex employers bought businesses we would be the first people in - me to consolidate operations and mark people for redundancy, and he to keep me on the straight and narrow as we did it) told me he always stuck by the rule that 5 minutes spent here documenting something could save £50,000 in court.... I think it was good advice and we only ever had to do 2 out of court settlements, both in the region of £8k - and that was out of over 1,500 job cuts over the years. Link to comment Share on other sites More sharing options...
bells0 Posted September 29, 2011 Author Report Share Posted September 29, 2011 Our contracts on discipline state: 1st written warning [on file for 6 months], then 2nd written warning [3 months] then dismissal. He said his Mrs reckoned he should have had a verbal, but agreed if it's in his contract then fair enough. He's accepted that his time keeping is awful. Had a good chat about the absent holiday thing, and he's had some personal problems hence why he has no holidays left. So, being the nice boss i am, told him he could have them as a 1 off, but the time keeping warning still stands. Shall see how it pans out....................... Link to comment Share on other sites More sharing options...
stooH Posted September 29, 2011 Report Share Posted September 29, 2011 Seems like a reasonable compromise and keeps you onside with him whilst putting a marker in the sand. As he's so unproductive i'd see it as an opportunity to save a few quid through not paying him And make sure you keep an eye on his timekeeping! Link to comment Share on other sites More sharing options...
garcon magnifique Posted September 29, 2011 Report Share Posted September 29, 2011 He ought to know he's had his chance, and will hopefully now respect you as a decent boss. Fingers crossed. Link to comment Share on other sites More sharing options...
Waylander Posted September 30, 2011 Report Share Posted September 30, 2011 Nicely handled. I hope it has the desire effect for you+++ Link to comment Share on other sites More sharing options...
cruiser647 Posted September 30, 2011 Report Share Posted September 30, 2011 Well done! Harsh - but fair. Good to see his wife 'agreed' and stayed out of it. Link to comment Share on other sites More sharing options...
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