terminate

The Not-So-Little Prince

Another update from the Jungle…

unnamed-36Vicky is the HR person for her company because her business partners are guys who would rather face a starving lion bare-handed than deal with employees. Lately, she’s been seesawing between the urge to kill one of the younger workers or to knock his block off.

Gus is a 30-something millennial who thinks he is a prince who can set his own rules. So Gus ignores the rule that says he should show up on time to work everyday. He also ignores the one that says he should tell his supervisor if he leaves the office during the workday.

Vicky learns that Gus has continued to ignore her verbal warnings when she receives a phone call from Frank, the company founder. Frank is a brilliant man, but he refuses to learn how to use an electronic calendar, his email account, or the internet. When Frank started his career, people actually talked to each other. He sees no reason to change his unnamed-34work habits now.

Frank asks if she declared a work holiday without telling him because he’s alone in the office and needs help with the copier. Vicky is flummoxed. She runs through the list of all twenty employees while Frank breathes heavily down the phone line. Gus is missing.

The next day, Vicky calls Gus to her office. Gus arrives twenty minutes late and slouches into a chair. He takes a big gulp of his energy drink, bored and disinterested, and demands an explanation for being dragged away from his work.

unnamed-35Vicky stares at him through a red haze. The last time a young male addressed her in such a surly tone, he got whapped up-side the head and lost his driving privileges for a month. But her son was sixteen at the time, not a 30-something! With superhuman strength, Vicky restrains herself.

She explains to the oblivious Gus that their small staff requires collaboration, and that means notifying others when he leaves the office. Gus drains his energy drink and tosses the container in the trash, splashing Vicky’s foot. He suggests that Frank should be given an iPad with everyone’s calendar loaded on it. Then he would know where all his staff is at any time. Vicky feels the red haze gathering again.

unnamed-37What options are available to Vicky?

  • She can congratulate herself on her self-restraint for letting Gus live.
  • She can look around for a frenemy who can be conned into hiring Gus.
  • She can give Gus a final warning but begin planning to replace him.

In the actual situation, the millennial was given another chance to improve. He is apparently still unaware of how close he is to termination for cause.

If your company is struggling with HR issues, Corporate Compliance Risk Advisor can help you create HR policies that are appropriate for your company’s size and then serve as a resource to your staff as the policies are implemented.

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Get Rid of Him!

Another update from the Jungle….
image024Doug is getting close to retirement age after a long, not very distinguished, career. He’s still the consummate professional but it’s obvious that all is not well with him. He is out sick at least one day a week and he doesn’t do much work on the days he is in the office.

Doug’s problems are becoming a headache for Suzy, the HR manager. Suzy likes Doug; he’s always polite and respectful which is not true of his pushy boss. The pushy boss has ordered her to find a reason to fire Doug. Suzy privately thinks the pushy boss wants to make his budget look better by dumping Doug for a less experienced and lower salaried employee.

Suzy begins discrete inquiries of Doug’s behavior and job performance. His friends tell Suzy that Doug suffers from anxiety
attacks and depression. Doug’s anxiety attacks worsened when he was moved into an office on the 15th floor with a wall of windows. Doug has a fear of heights.

Doug’s also having trouble remembering things. Yesterday, Suzy overheard a junior team member
image025talking to Doug about a client problem. When Doug said the problem sounded familiar, his junior replied, “It ought to; it’s your client”.

Today Suzy is meeting with Doug’s boss. She suggests that Doug should be moved to an interior office but the boss says no; senior people like Doug must have a window office. Next Suzy asks for examples of Doug’s work that show he can’t do his basic job description. The boss has none. In fact, Suzy already knows the boss gave Doug a tepid, but positive, performance review.

What should Suzy do next?

  1. She can tell the pushy boss that he’s a dingbat for trying to fire an older worker who is obviously still competent and who has not received a negative performance review.
  2. She can read up on the definition of “disability” in the Americans with Disabilities Act in case Doug decides to ask for an accommodation.
  3. She can verify that the company has employment practices liability insurance because her gut instinct is that Doug’s boss is about to demonstrate the need for such coverage.

In the actual case, the older worker eventually took early retirement based on health reasons and faded away without raising any of the legal issues that were available to him. The pushy boss was promoted which allowed him to be pushy to a greater number of people simultaneously.

If your company is struggling with HR issues, Corporate Compliance Risk Advisor can help you create HR policies that are appropriate for your company’s size and then serve as a resource to your staff as the policies are implemented.

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