Managing someone out
Discussion
Another option is a restructure forllowing TUPE.
Clearly you’ve won the contract and taking in the team posssibly by cost savings which in part would have to be staf - put him at risk apply for available position he doesn’t get it and length of service dictates (under 2 years) no redundancy off you go.
What is his Sick pay entitlement? I’m guessing max 1 week so monitor this hard and when he does return to work his pay will have that deducted - it’s funny sometimes how well people get quickly when they realise they are only getting SSP.
Naturally if someone is really unwell and a valued employee those rules can and are changed - we have done so in certain circumstances.
Clearly you’ve won the contract and taking in the team posssibly by cost savings which in part would have to be staf - put him at risk apply for available position he doesn’t get it and length of service dictates (under 2 years) no redundancy off you go.
What is his Sick pay entitlement? I’m guessing max 1 week so monitor this hard and when he does return to work his pay will have that deducted - it’s funny sometimes how well people get quickly when they realise they are only getting SSP.
Naturally if someone is really unwell and a valued employee those rules can and are changed - we have done so in certain circumstances.
Welshbeef said:
Another option is a restructure forllowing TUPE.
Clearly you’ve won the contract and taking in the team posssibly by cost savings which in part would have to be staf - put him at risk apply for available position he doesn’t get it and length of service dictates (under 2 years) no redundancy off you go.
What is his Sick pay entitlement? I’m guessing max 1 week so monitor this hard and when he does return to work his pay will have that deducted - it’s funny sometimes how well people get quickly when they realise they are only getting SSP.
Naturally if someone is really unwell and a valued employee those rules can and are changed - we have done so in certain circumstances.
Is this for your imaginary finance director role ?Clearly you’ve won the contract and taking in the team posssibly by cost savings which in part would have to be staf - put him at risk apply for available position he doesn’t get it and length of service dictates (under 2 years) no redundancy off you go.
What is his Sick pay entitlement? I’m guessing max 1 week so monitor this hard and when he does return to work his pay will have that deducted - it’s funny sometimes how well people get quickly when they realise they are only getting SSP.
Naturally if someone is really unwell and a valued employee those rules can and are changed - we have done so in certain circumstances.
Countdown said:
bad company said:
One of the Senior Managers at a firm I worked for was promoted to a new role based in South Africa. A few weeks after he got there he was fired.
Job jobbed.
If he could be fired in SA why couldn't he be fired in the UK?Job jobbed.
bad company said:
Countdown said:
bad company said:
One of the Senior Managers at a firm I worked for was promoted to a new role based in South Africa. A few weeks after he got there he was fired.
Job jobbed.
If he could be fired in SA why couldn't he be fired in the UK?Job jobbed.
Could I ask my PA to move to Saudi Arabia and then claim droit de seigneur ?
johnwilliams77 said:
Is this for your imaginary finance director role ?
It's not imaginary:https://www.bbc.co.uk/news/business-45833597
I don’t work in HR so will be a lot more to it but in my eyes If he isn't wearing PPE then disciplinary route as it’s a hazard. If he blames the chrones card ask for medical evidence so you can put proper procedures and treatment in place. When he can’t produce this then he must do the correct PPE process if not wave him goodbye
p4cks said:
Countdown said:
"Friendly chat"
Union rep called in
Initial meeting held between management, HR, Union Rep, Individual
Improvement points agreed (timescale of 3 months)
3 months later - meeting postponed due to Union rep unavailable)
1 month later - Individual goes off sick
2 months later - individual raises grievance accusing Director of harassing him while he's off sick
1 month later - rescheduled "performance meeting" takes place. Union argues that performance hasn't improved due to sickness
Union argues that Perf Improvement Plan should be put on hold until Grievance has been resolved.
Separate chain of meetings being held in respect of the company's Disciplinary & Grievance Policy
Grievance not upheld - Mgmt re-instate performance mgmt meetings
Unions argue that timetable needs to be increased
Unions argue that Employee needs further training.
Employee goes off with anxiety and stress
Unions point out that "anxiery and stress" is a recognised disability and that the Employer has a legal duty to make reasonable adjustments..
Employee asks to work from home 4 days a week as a reasonable adjustment.
I could go on.....
Yep - pretty much my experience when managing poor performance in my last place tooUnion rep called in
Initial meeting held between management, HR, Union Rep, Individual
Improvement points agreed (timescale of 3 months)
3 months later - meeting postponed due to Union rep unavailable)
1 month later - Individual goes off sick
2 months later - individual raises grievance accusing Director of harassing him while he's off sick
1 month later - rescheduled "performance meeting" takes place. Union argues that performance hasn't improved due to sickness
Union argues that Perf Improvement Plan should be put on hold until Grievance has been resolved.
Separate chain of meetings being held in respect of the company's Disciplinary & Grievance Policy
Grievance not upheld - Mgmt re-instate performance mgmt meetings
Unions argue that timetable needs to be increased
Unions argue that Employee needs further training.
Employee goes off with anxiety and stress
Unions point out that "anxiery and stress" is a recognised disability and that the Employer has a legal duty to make reasonable adjustments..
Employee asks to work from home 4 days a week as a reasonable adjustment.
I could go on.....
And my old business had a really ste time in the 70/80's with Unions (News Wholesaler trade)
techguyone said:
How strange, in my experience the Union isn't a Teflon suit to protect you from disciplinary procedures - naturally you have to have your st straight though. This isn't the 70's the Union isn't a scary monster anymore.
And my old business had a really ste time in the 70/80's with Unions (News Wholesaler trade)
It depends on two things ; the approach/style of the Union rep and the experience/attitude of the employee. I've worked in organisations where there were 3 Unions; the reps for two of them were absolutely fine, sensible, and working towards a solution that was mutually beneficial to both employee and employer. the 3rd one behaved like a rabid pitbull. Anything and everything was the fault of "Management" who had no understanding of the victorian conditions that his poor members were being forced to work under and it was completely normal for an employee to be off sick when their cat had died.And my old business had a really ste time in the 70/80's with Unions (News Wholesaler trade)
johnwilliams77 said:
Welshbeef said:
?
Well you clearly do else you wouldn’t have posted it in the first instance.
Confused dot com
NopeWell you clearly do else you wouldn’t have posted it in the first instance.
Confused dot com
I don’t give a toss what industry you work in and do not recall asking you which industry you work in.
Confused dot com.
The OP is not interested in your post nor is anyone else as it’s utterely irrelevant to the thread
It simply demonstrates a 'bare minimum' mindset. You rarely find individuals with that mind set much above the bottom rung of the ladder, for good reason.
As I've said to people before, it's not about simply getting in 15 mins early and leaving 15 mins late because that's what's expected, as that only demonstrates the same attitude. Coming in early/leaving late/answering emails in the evening when necessary to get something delivered is typically what sets your good/go-to employees apart from the bunch.
As I've said to people before, it's not about simply getting in 15 mins early and leaving 15 mins late because that's what's expected, as that only demonstrates the same attitude. Coming in early/leaving late/answering emails in the evening when necessary to get something delivered is typically what sets your good/go-to employees apart from the bunch.
Edited by rsbmw on Wednesday 17th October 15:53
HantsRat said:
How is it lazy if he does his 7.5 hour to the tee. 07.59 to 16.01. That is immaculate time keeping to me. You should never expect employees to work longer than their hours for free.
That's true but quite often i find that a person with that kind of mentality has usually spent the 7.5 hours doing as little as possible as well. i.e. its not that theyve put in 7.5 hours of hard graft, it's 7 hours of moaning, skiving, and buggering off as soon as they canGassing Station | Jobs & Employment Matters | Top of Page | What's New | My Stuff