Quote:
Originally posted by gregtx@Oct 29 2003, 11:13 PM
ah the beauty of Texas... being a work at will state.. we can actual let someone go for any reason what so ever...
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True...unless you are over 25 employees, then you have to worry about the feds side of it....
When I was in Odessa back in 82-83 working for a liquor company (office/warehouse manager) we documented everything, saved our skins several times....
lol...I became an expert at talking folks out of wanting a job if I didn't want to hire them because the best reason for not hiring them was "made offer, they refused"
Best policy I have dealt with as a manager was 2 do a three level thing...
1st...written warning with clearly stated attainable goals and a set time period to reach the goals... and a statement that failure could lead to diciplinary action including termination...
2nd..If they did not iimprove.. a 2nd written warning with the original goals restated and which of them had not been reached and what they could do to reach them..... and a second set of clearly stated set time periods on them... and a restatement of what could happen if they failed..
3rd...if they still failed to meet them... a third warning with documentation of goals not acheived, what they can do to reach them and a clear notice that failure will lead to termination...
Then if they didn't reach them, they were gone...
yes, it takes time and patience.. But you are covered with the feds... The employee can not say they weren't warned... and the employee has had a chance to go out and seek other employment.....