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Firing employee today

ncautoshop

By ncautoshop
in Human Resources, Employees

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ncautoshop Proficient

ncautoshop

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Anything I need to know? This employee sealy assaulted my wife and he's being terminated. I've documented what happened along with failure to complete requested training and poor productivity. I've spoken with my lawyer, accountant and insurance company. The termination papers document all the basics such as not allowed on premises without consent, allowed to pick up tools in business hours, what the problems were and why they resulted in termination. Dates of the incidents, the fact we expect our keys and uniforms etc.

Anything I'm missing?

 

Sent from my SCH-I605 using Tapatalk

 

 

Jimbob661 Contributor

Jimbob661

Posted
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I always wait to send their last paycheck after all uniforms, keys, etc are turned in. If they are short any uniforms, I deduct it from their last check.

UsedTireShop Collaborator

UsedTireShop

Posted
Posted

This goes out to every shop owner out there. Get security cameras. They are so cheap these days.

 

After many instances of theft and 1 assault I made the policy of contacting police anytime a law is broken.

 

In this photo I was attacked by my drug addict tech. He was fired on 08/27/2012 10:29:38

 

post-1819-0-49419400-1422133113_thumb.png

SMMotors Enthusiast

SMMotors

Posted
Posted

Did you mean sexually assaulted your wife? Um if it's anything assault, cops deal with him, not me. If it's anything against my wife I deal with it and then cops deal with him.

ncautoshop Proficient

ncautoshop

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Did you mean sexually assaulted your wife? Um if it's anything assault, cops deal with him, not me. If it's anything against my wife I deal with it and then cops deal with him.

I am not sure what type of assault you are referring to, and that is not my business. But, I would also seek advise from someone in law enforcement. Too many questionable people these days. 

I did mean sexually assaulted but it was probably more of harassment. We found through our security cameras he'd been trying to follow her around and take photos of her rear. Then he started opening his mouth inappropriately. The legal advice we received suggested he hadn't actually broken any laws but certainly warranted termination. Other issues had been starting to pop up as well. He worked well for a couple weeks and things sharply started going down hill, always had something to say about management, thought every female customer had a thing for him etc.

I was very upset and nearly lost my temper but decided it was best to handle it professionally.

It was handled Friday without a hitch. I think he was only concerned that his significant other would find out and I'm sure he's not told them the truth in regards to his termination lol

 

Sent from my SCH-I605 using Tapatalk

 

 

GeeZ Enthusiast

GeeZ

Posted
Posted

In Texas, you don't need a reason to fire someone. But, these issues you were having was well beyound the threshhold to terminate an employee. Never easy.

ncautoshop Proficient

ncautoshop

Posted
  • Author
Posted

In Texas, you don't need a reason to fire someone. But, these issues you were having was well beyound the threshhold to terminate an employee. Never easy.

All of my employees are told when they are hired that they are at will. Either party can terminate the employment at any time.

 

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GeeZ Enthusiast

GeeZ

Posted
Posted

I now make it a policy to have the police here when I fire someone.

This is a joke, right? If not then I'm sure the cops will appreciate the hell out of that. If you have to do this, you really need to access your hiring criterias.

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    • Joe Marconi
      The Toolbox is Last to Leave, First is the Heart
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      It always amazes me when I hear about a technician who quits one repair shop to go work at another shop for less money. I know you have heard of this too, and you’ve probably asked yourself, “Can this be true? And Why?” The answer rests within the culture of the company. More specifically, the boss, manager, or a toxic work environment literally pushed the technician out the door.
      While money and benefits tend to attract people to a company, it won’t keep them there. When a technician begins to look over the fence for greener grass, that is usually a sign that something is wrong within the workplace. It also means that his or her heart is probably already gone. If the issue is not resolved, no amount of money will keep that technician for the long term. The heart is always the first to leave. The last thing that leaves is the technician’s toolbox.
      Shop owners: Focus more on employee retention than acquisition. This is not to say that you should not be constantly recruiting. You should. What it does means is that once you hire someone, your job isn’t over, that’s when it begins. Get to know your technicians. Build strong relationships. Have frequent one-on-ones. Engage in meaningful conversation. Find what truly motivates your technicians. You may be surprised that while money is a motivator, it’s usually not the prime motivator.
      One last thing; the cost of technician turnover can be financially devastating. It also affects shop morale. Do all you can to create a workplace where technicians feel they are respected, recognized, and know that their work contributes to the overall success of the company. This will lead to improved morale and team spirit. Remember, when you see a technician’s toolbox rolling out of the bay on its way to another shop, the heart was most likely gone long before that.

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