Have you been involved in a employees termination

[Hugo a Gogo]

'trainee' suggests she's not been there very long - so surely no 'evidence' of anything needed?

"it's not working out, sorry, bye"

[Jasandjules]

Sorry your manager needs to take advice then. The company may terminate the employee as long as it is not for whistleblowing or discrimination within the first two years.

Frankly any employee of mine who was told to stop being late and was "unconcerned" would be dismissed. It does not quite sound accurate.

[Andehh]

Surely HR would need to be brought in ASAP as to how to manage the situation from a legal/tribunal view point.

[anonymous-user]

Andehh said:

Surely HR would need to be brought in ASAP as to how to manage the situation from a legal/tribunal view point.

Not really necessary (though might be co. policy in larger organisations).

Conversation should be something like this- "really sorry, but it's not working out, so we're terminating your contract. As per contract we will pay you your contractual notice. You'll now be given 5 mins to clear your desk and then escorted from the premises. Reference/P45 is in the post. Thanks"

[ChasW]

I had to recently counsel my daughter who was in a very similar position. The owner of the company asked her advice about an under-performing employee working with her. My daughter recommended termination. Later that day my daughter called me, in tears, riddled with guilt. The employee was to be dismissed the following day. We went through the facts and I explained that protecting this person was damaging to the company, my daughter's own performance/reputation and the other girl's career as it was clear she was simply in the wrong job and never make the grade. Having had the chat my daughter felt much more positive about her part in the dismissal. Personally I think she did her colleague a favour albeit the there was some pain involved.

[miniman]

<2 year's service. Sorry we're terminating your employment. Goodbye.

[hairyben]

wibblebrain said:

Nonsense

You must lead a sheltered life if you feel the need for the OP to carefully consider what they say and how it may be used or mis-used can be so easily dismissed.

[wibblebrain]

hairyben said:

wibblebrain said:

Nonsense

You must lead a sheltered life if you feel the need for the OP to carefully consider what they say and how it may be used or mis-used can be so easily dismissed.

Of course the OP needs to be careful.

What is nonsense is everyone who says it is wrong for the manager to be asking for evidence from employees working closely with this individual.

Any decision to terminate needs to be based on evidence. If the manager is going to take this route then such evidence needs to be gathered and documented and it is perfectly reasonable for that manager to gather such evidence from anyone in the business who is affected by the individual's performance - particularly if the manager does not work closely with the employee concerned.

However I think it would be better practice for the manager to talk to the people he/she wants the evidence from and document those discussions him/herself rather than ask people to do all of this via email.