did you grab his/her ass on the way out?

wrongful tremination...and yes there was some ass grabbing.

oh. is ass grabbing not kosher?

uh oh... how was the attitude, work ethic? was she/he already on a performance improvement deal?

had she/he complained of harassment prior to termination?

the person in question had a very good work history, but the thing is they were accused of stealing from the company...embezzlement.

there was no ass grabbing by the way.

woah, that's serious

what ass grabbing?

yeah, I mean you might as well have gotten something fun out of it

oh it was fun. i had a great time.

law suits. There is a place for them, but mostly it's all ego posturing and feeding lawyer bank accounts.

agrees.

if it was an accusation or was their proof. If there was no proof of embezzlement he/she may have a case

the burden of proof is on the employer unless you live/work in an "at will" state

(can you tell I work/ed HR? LOL)

robotwithdog that's a sticky situation...

that's why chiefie I know longer work HR except for small companies - I was ALWAYS an advocate for the employee

I refused to let management force people out without cause and/or justification if it was a personality issue I transferred them to a diff

department

I even instituted performance improvement plans not just for the employee but the manager

a lot of times when an employee is failing at their job it is due to a new mgrs style or improper training

so I made the manager's accountable for re-training and held bi-weekly meetings to go over the materials to ensure the employee was on track

*grabs robotwithdog 's ass and runs*

afraid of JustJen now.

does not get along with HR people.

there was rarely an incident where I had to actually let go of an employee based on "not getting it". I was quick to axe any mgmt that was

accused of harassment though (or employee) I have a 0 tolerance policy and I always called the employees and witnesses before mgmt which

NOT standard HR practice. Usually if you call HR to talk they call your immediate mgr first, discuss what they think you are calling on

then set a meeting with the employee. Going to HR is rarely, if ever confidential

Aware of the procedures. It is always an uncomfortable situation.

for me.

completely understand.

morning meow

Afternoon.

o noes i forgot. sorreee. afternoon! meow

wow.. hope it works out ok for u noodleworks...