Scenario: An employee has been with you for 2 years. In the past their work has just been so-so, but you felt it was better to have a body in the role than to start recruiting. Lately, however, the employee’s work habits have steadily gotten worse and you want to just fire them. You call us for assistance in this termination, here are the questions we will ask:
- What does the employee’s most recent performance review state about quality?
- What documentation do you have of subsequent conversations about performance?
- Are there employees whose performance is the same or worse than this employee?
If you do not have documentation on the above bullet points it is critical that you start to gather this data. Documentation is the name of the game, and that is written documentation. Even if you talk to an employee verbally you should have documentation of that conversation. Systematically documenting poor performance, along with a solid policy on your disciplinary structure provides a solid and legal foundation for terminating a long-standing employee.
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