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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?

 

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UsedTireShop Collaborator

UsedTireShop

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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

 

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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

 

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ncautoshop Proficient

ncautoshop

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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

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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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      I recently spoke with a friend of mine who owns a large general repair shop in the Midwest. His father founded the business in 1975. He was telling me that although he’s busy, he’s also very frustrated. When I probed him more about his frustrations, he said that it’s hard to find qualified technicians. My friend employs four technicians and is looking to hire two more. I then asked him, “How long does a technician last working for you.” He looked puzzled and replied, “I never really thought about that, but I can tell that except for one tech, most technicians don’t last working for me longer than a few years.”
      Judging from personal experience as a shop owner and from what I know about the auto repair industry, I can tell you that other than a few exceptions, the turnover rate for technicians in our industry is too high. This makes me think, do we have a technician shortage or a retention problem? Have we done the best we can over the decades to provide great pay plans, benefits packages, great work environments, and the right culture to ensure that the techs we have stay with us?
      Finding and hiring qualified automotive technicians is not a new phenomenon. This problem has been around for as long as I can remember. While we do need to attract people to our industry and provide the necessary training and mentorship, we also need to focus on retention. Having a revolving door and needing to hire techs every few years or so costs your company money. Big money! And that revolving door may be a sign of an even bigger issue: poor leadership, and poor employee management skills.
      Here’s one more thing to consider, for the most part, technicians don’t leave one job to start a new career, they leave one shop as a technician to become a technician at another shop. The reasons why they leave can be debated, but there is one fact that we cannot deny, people don’t quit the company they work for, they usually leave because of the boss or manager they work for.
      Put yourselves in the shoes of your employees. Do you have a workplace that communicates, “We appreciate you and want you to stay!”

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