He's taken like 3 courses at a local community college and had a 2 month internship with boeing. Apparently that's enough to make him an engineer in his eyes.
He's taken like 3 courses at a local community college and had a 2 month internship with boeing. Apparently that's enough to make him an engineer in his eyes.
Lithium381
Lifer
- May 12, 2001
- 12,452
- 2
- 0
HE CAN COLLECT UNEMPLOYMENT IF WE FIRE HIM. FROM CALIFORNIA EMPLOYMENT CODE:
Only exception would be fired for "misconduct' and AFAIK stupidity != misconduct!
Only exception would be fired for "misconduct' and AFAIK stupidity != misconduct!
how does Mr. Community College get an internship with Boeing? Anw what kind of internship hires for 2 months. The shortest internship I've been on was for 10 weeks. But the one I had after that let me stay on for as long as I liked.
oh my god.He still works are your company.The least i would do it cut his pay to what the state minum wage per hour. Also talk to attorney and fire him.If that went one at our company they would be gone waster then could open their mouth.
FelixDeCat
Lifer
- Aug 4, 2000
- 31,017
- 2,684
- 126
TO: amenisiac2.0
FROM: FelixDeKat
RE: Chill out, dude
--------------------------------------------------------------------------------------------------------
Hey! How are you today? I hope this memo finds you in the best of moods....
That's right. You need to put together a good history of his mess-ups and have it in writing. You don't want the guy to leave your office, then find a lawyer. Document, document, document and the fire, fire, fire.
Are you sure that your company actually pays for his unemployment? I thought the company just paid every month, like insurance. His pay would not come directly from your company.
In any case, he needs to be fired immediately. I'm sure the damage he's doing to your company outweighs $9.50 an hour.
I didn't see if you wrote what state you're in, but in most states employment is "at will" so you don't even need to document (or give him a reason) why you're canning him.
In any case, he needs to be fired immediately. I'm sure the damage he's doing to your company outweighs $9.50 an hour.
I didn't see if you wrote what state you're in, but in most states employment is "at will" so you don't even need to document (or give him a reason) why you're canning him.
HEY! HOW ARE YOU TODAY.
I HOPE THIS POST FINDS YOU IN THE BEST OF MOODS.
I AM SORRY THAT YOU ARE ANGRY W/ME.
PLS DO NOT FIRE ME.
I NEED THIS JOB.
SINCERELY,
*KEVIN*!!
I HOPE THIS POST FINDS YOU IN THE BEST OF MOODS.
I AM SORRY THAT YOU ARE ANGRY W/ME.
PLS DO NOT FIRE ME.
I NEED THIS JOB.
SINCERELY,
*KEVIN*!!
EXman
Lifer
- Jul 12, 2001
- 20,079
- 15
- 81
He is right only fired for "cause" will they not have to pay unemployment.
But do you want this person not to get unemployment that's cheap and if you do fire him for "Cause" that is not reasonable He'll get a lawyer himself. Just fire him pay the unemployment and be done with it. just cause he is a goober doesn't mean you should be able to take his right to unemployment away. that is petty, immoral and just wrong. Just fire him.
Just tell him "we are not happy with your job performance we are letting you go."
<---- Can you tell I was Laid off? <fired> if it wasn't for unemployment I wouldn't want to even think about it <shudders> Yes I have a Job now
- Oct 9, 1999
- 46,873
- 10,668
- 147
The way I see it, amnesiac 2.0, you have three main avenues of redress:
1.) Punk out. Give the shlub his government handout in which, unfortunately, you particiapate (umemplyment) . . . and move on, because even the terminally stupid are often shrwed enough to hang on for the hand out.
2.) Make his life at work a living hell, while retaining a high priced yet effective lawyer.
3.} Promote him (cf. The Peter Principle).
1.) Punk out. Give the shlub his government handout in which, unfortunately, you particiapate (umemplyment) . . . and move on, because even the terminally stupid are often shrwed enough to hang on for the hand out.
2.) Make his life at work a living hell, while retaining a high priced yet effective lawyer.
3.} Promote him (cf. The Peter Principle).
Firing a person isn't all that hard. First of all everything that he/she does wrong - DOCUMENT it - that way when you let them go and he/she wants a rebuttal you have everything on black and white.
I reprimand/write up my employee's for major things. It's like playing baseball - 3 strikes and you're out. No questions ask.
Most of the time if you fire an employee and they want to get employment there has to be a trial and if the employer doesn't show up then the person will get it. If you show up and take the documentation of things he/she has done wrong most likely they will get zero.
I live in NC and we still have the old law that says an employer doesn't have to give a reason why they let anyone go. Of course some has taken it higher but very few has won.
It really depends on your area and what your state laws states.
I reprimand/write up my employee's for major things. It's like playing baseball - 3 strikes and you're out. No questions ask.
Most of the time if you fire an employee and they want to get employment there has to be a trial and if the employer doesn't show up then the person will get it. If you show up and take the documentation of things he/she has done wrong most likely they will get zero.
I live in NC and we still have the old law that says an employer doesn't have to give a reason why they let anyone go. Of course some has taken it higher but very few has won.
It really depends on your area and what your state laws states.
this person is 100% correct and if you go about it this way they somtimes quit after being reprimanded a few times
Sit him down and discuss his performance. Tell him what your expectations are and how to this point in time he is not meeting them. Talk about how you can help him reach your expectation over the next 30 days and any disciplinary measures you will have to take if they are not met. He'll either quit or get better or stay the same. If he does not improve then when you sit him down to fire him give him the option to resign and tell him you'd be happy to give him any recommendation he may need. Given the choice between that and being terminated most will choose the former.
Did you ask this worker if he knew how to write business letters and use your phone system when you hired him? Was it on his Resume? If yes, than clearly you can fire him because of false resume. If not, then don't automatically expect him to know it, it's your job to train him.
Have you talked to him about your complaints and rants, or do you expect him to read your mind?
Anyways if he misrepresented his skills, or is not living up to the tasks that you explicitly outlined in the job description, then fire him.
If not, then you should have done your due dilligence when hiring him, and you are SOL.
Have you talked to him about your complaints and rants, or do you expect him to read your mind?
Anyways if he misrepresented his skills, or is not living up to the tasks that you explicitly outlined in the job description, then fire him.
If not, then you should have done your due dilligence when hiring him, and you are SOL.
Is english his second language? Is.. he too old? That sounds pretty bad. First I was thinking... "oh man.. I'm working full time starting this June.. I hope I don't have to be that guy...".. but reading the rants... that's pretty damn bad.
People at Quizno's make upwards of $9.00 an hour. I would say that unless he is there to kill cockroaches he is probably underpaid for his position. Now of course his talent is at question so perhaps if you were to hire someone for other than "a menial office job" you'll get more desirable candidates.
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