Comments on: Firing Procedures https://www.evilhrlady.org/2008/05/firing-procedures.html Everything to make HR better Fri, 11 Nov 2011 15:50:23 +0000 hourly 1 https://wordpress.org/?v=7.1.3 By: Just another HR lady... https://www.evilhrlady.org/2008/05/firing-procedures.html#comment-2394 Sun, 01 Jun 2008 15:56:00 +0000 http://localhost/wordpress/2008/05/firing-procedures.html#comment-2394 All of my managers know (and in fact, want to come) that they can and should come talk to me whenever there is a performance-related issue in their group. Most importantly, it’s to discuss how we can help the employee achieve their goals, but secondarily, they know that no termination is going to take place unless we both agree that we are at the point of termination. Typically, if a manager comes to me and says that they wish to terminate an employee and it’s the first I’ve heard of anything, 9 times out of 10 (perhaps 10 times out of 10?), the answer is “no”. Not because it’s not necessarily appropriate, but because I have not had time to investigate whether or not it’s appropriate.

In your situation, it’s not clear, but I’m getting the impression that HR was only involved at the termination point? You say you “invited” the HR person to attend. The HR person should have been well-aware that this was going to take place long beforehand. Perhaps you sprung it on the HR person and it was too late for her to ensure that the termination was at the proper point before proceeding? Just my guess, it’s hard to tell without more information about your situation.

In terms of termination meetings, yes, I agree with EHRL, the manager and HR should go through many discussions about how the meeting should proceed beforehand. If it’s a new manager or someone extremely uncomfortable, we will actually do some role-plays, where they can say the words “out loud” that they are going to use to prepare.

]]> By: Rachel - Employment File https://www.evilhrlady.org/2008/05/firing-procedures.html#comment-2393 Sun, 01 Jun 2008 13:14:00 +0000 http://localhost/wordpress/2008/05/firing-procedures.html#comment-2393 At some point or some time you made this HR pro angry.

That’s all you need to know.

]]> By: Totally Consumed https://www.evilhrlady.org/2008/05/firing-procedures.html#comment-2392 Fri, 30 May 2008 19:51:00 +0000 http://localhost/wordpress/2008/05/firing-procedures.html#comment-2392 EHRL gave the best advice possible. If you actually asked the HR rep, “if she knew her procedures”, you shouldn’t be surprised about being asked to come to a meeting to discuss the mis-handling of the termination.

You’ve got to be the bigger person and take responsibility for the situation. Blaming problems on poor training, lack of written procedures, incompetent HR … while maybe true, will only make you look like a big whiner who isn’t ready to take responsibility and be a leader.

]]> By: HR Godess https://www.evilhrlady.org/2008/05/firing-procedures.html#comment-2391 Fri, 30 May 2008 18:24:00 +0000 http://localhost/wordpress/2008/05/firing-procedures.html#comment-2391 I don’t know what’s more shocking, an HR person coming to a termination and not asking any questions or looking like they are interested or the back peddling of walking a TERMINATED employee out the door.

Even if the conversation hadn’t ocurred, which clearly it hadn’t, this is absurd.

That HR department needs new people!

]]> By: jaded hr rep https://www.evilhrlady.org/2008/05/firing-procedures.html#comment-2390 Fri, 30 May 2008 16:34:00 +0000 http://localhost/wordpress/2008/05/firing-procedures.html#comment-2390 Astounded questions re: termination were never directed to HR (and apparently never thought to do so). Equally astounded this happened 3x before HR seemed to have a clue that ‘wrong procedures’ were applied. *shakes head*

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