Advice on employee please

Acc72

SueC wrote: »

If he is as honest, willing and reliable as you say, it seems a shame to lose him if you don't really need to - those characteristics can be hard to replace.

I agree with the above (also with the comments from dicky re training etc.).


Unless there is a specific physical issue, I would have thought that somebody who was willing could be trained to do basic production tasks ?

Have your other employees made any comments ?

is this affecting them ?

could be problems if you need to discipline another employee when you may be seen to "favour" this employee ?

capeverde

I always feel that desire is more important than ability as the latter can be taught. However, in this case Ive been bashing my head against a wall for sometime. Trust me, its not from a lack of training, its basic stuff. Ive never been in this situation before. Ive had cause to 'sack' numerous people over the years, but this has been for things like theft, skiving, bad attitude etc. Ive never had such a reliable person have such a detachment from basic skills and common sense. Ive given him net week off to try and re focus and will have another meeting when he returns.

SueC_2

I've always said that there's nothing wrong with square pegs and round holes. So long as you have a ruddy big hammer! :rotfl:

unsure

What I don't understand is that you said he was employed at the start to do fetching and carrying and the like and proved honest willing and able. Subsequently as the business has grown you've moved away from the shop floor and have required him to take on tasks (which now seem clearly beyond his ability) which you used to do -- so who's doing the fetching and carrying that was required before and must be more so now that the company is growing? You don't explain why he can't revert to the original job that kept you both happy.
It seems harsh that someone who is honest, willing and able (within their limited skillset) should be sacked because they've been forced into a role way beyond that for which they were actually employed... all the more so when you know they have a young family to support.It sounds to me that you know that this person will never really be a productive member of your team as now required, though he seems to have been when first employed, and you are a good enough person to be concerned that you may be about to ruin his life.
There is no simple answer. You have to make a choice knowing the full ramifications of your decision on someone else's life and the fact that it will also go a long way to defining the sort of person you are. I think the decision is every bit as important for you as it is for him and it is worth taking whatever time and trouble is required to get it right for both of you. Loyalty is a two way street and you can't expect it of others if you don't offer it in return.

zzzLazyDaisy

capeverde wrote: »

Ive given him net week off to try and re focus and will have another meeting when he returns.

So you have given him a written warning informing him that he must improve and giving him timescales in which to do so. Then without giving him any opportunity to rectify the situation, you have effectively suspended him from work, and plan to have another meeting with him when he comes back?

To do what exactly? Give him another warning? Dismiss him? Hope he resigns?

You are sailing very close to the wind - if you end up dismissing him he will have a very good case for arguing that the whole procedure was a sham since you had already made up your mind.

Please take proper legal advice, or be prepared to budget for the cost of getting it wrong.

Uncertain

zzzLazyDaisy wrote: »

So you have given him a written warning informing him that he must improve and giving him timescales in which to do so. Then without giving him any opportunity to rectify the situation, you have effectively suspended him from work, and plan to have another meeting with him when he comes back?

To do what exactly? Give him another warning? Dismiss him? Hope he resigns?

You are sailing very close to the wind - if you end up dismissing him he will have a very good case for arguing that the whole procedure was a sham since you had already made up your mind.

Please take proper legal advice, or be prepared to budget for the cost of getting it wrong.

I couldn't agree more. I was reading this thread and putting something very similar together in my mind only the find Daisy had beaten me to it!

I don't want to be judgemental but I'm beginning thing that the OP knows they are in a difficult position (legally and maybe morally too) and is looking for a cheap way out.

The proper answer, as I said earlier, is to come to a compromise agreement. OK it will cost you some money (but not a great deal) and it is risk free. Anything else and you are taking a chance. OK, you may get away with it but if you do I hope it will play on your conscience. However, if you end up facing a claim (maybe after your employee gets some advice from SarEl on another well know forum!!) you will spend far more money and countless hours that could be put to more productive use, win or lose.

Your call!

SueC_2

Uncertain wrote: »

I don't want to be judgemental but I'm beginning thing that the OP knows they are in a difficult position (legally and maybe morally too) and is looking for a cheap way out.

Or couldn't we possibly put it down to naivety and a genuine desire to 'help' the employee? Sometimes, just sometimes, employers aren't as well informed as they perhaps should be and are unaware of how the modern world can work. It doesn't necessarily mean they have ulterior motives, or are 'bad' employers, it just means they are inexperienced.

capeverde

zzzLazyDaisy wrote: »

So you have given him a written warning informing him that he must improve and giving him timescales in which to do so. Then without giving him any opportunity to rectify the situation, you have effectively suspended him from work, and plan to have another meeting with him when he comes back?

To do what exactly? Give him another warning? Dismiss him? Hope he resigns?

You are sailing very close to the wind - if you end up dismissing him he will have a very good case for arguing that the whole procedure was a sham since you had already made up your mind.

Please take proper legal advice, or be prepared to budget for the cost of getting it wrong.

Look the reason I have given him a week off is because he said he couldn't cope with things and was suffering from anxiety. He wanted the time off.

Isnt it then reasonable that I have a meeting with him when he returns?

capeverde

SueC wrote: »

Or couldn't we possibly put it down to naivety and a genuine desire to 'help' the employee? Sometimes, just sometimes, employers aren't as well informed as they perhaps should be and are unaware of how the modern world can work. It doesn't necessarily mean they have ulterior motives, or are 'bad' employers, it just means they are inexperienced.

Im not in a difficult position whatsoever. If a person cant perform a required task I am well within my rights to terminate his employment after following the correct procedure. nor am I naive, I assure you. the dilemma I have is that I genuinely like the person and want to make sure he doesn't suffer through not being able to claim benefits. He actually offered to hand his notice in which I asked him to think about as I thought that would affect any jsa claim, hence my initial post on here. Its not a crime to put business to one side in certain situations in order to help a human being.

SueC_2

capeverde wrote: »

Im not in a difficult position whatsoever. If a person cant perform a required task I am well within my rights to terminate his employment after following the correct procedure. nor am I naive, I assure you. the dilemma I have is that I genuinely like the person and want to make sure he doesn't suffer through not being able to claim benefits. He actually offered to hand his notice in which I asked him to think about as I thought that would affect any jsa claim, hence my initial post on here. Its not a crime to put business to one side in certain situations in order to help a human being.

Blimey.... and there was I thinking I was defending you.......

You've either mis-read my posts, or completely misinterpreted them!