
Employee and human resources headaches can drain the life out of your business. The solution could be a phone call away.
The Employer?s Association (TEA), a local non-profit organization, has been providing a full range of human resources, training and benefits services to Charlotte area businesses for over fifty years. One of their most popular services is the HR Advice Hotline, where their seasoned HR experts answer an average of 50 calls a day.
Recently TEA helped a client who had an administrative employee who was not performing to expectations. She had made billing errors on more than one occasion, was late for work a few times, and had been rude to coworkers. Although the owner had several conversations with the employee pointing out the deficiencies, no notes were taken to document the conversations and as a result, they were unsure if they could terminate.
With a quick call to TEA?s HR Hotline, the business was able to quickly put into place appropriate action steps to help them avoid further problems. TEA?s HR expert asked several questions to determine what risks existed so that he could provide the best advice to protect the employer. TEA suggested that the company NOT terminate the employee just yet. Why? Because the company had no supporting documentation. The employee was also a 55 year-old female employee, so there was potential for claims of age and sex discrimination. Instead, TEA recommended that the business owner have a formal discussion with the employee to reprimand her and document four main points:
1. Outline the details of specific incidents of the performance and work habit issues (the repeated billing errors, tardiness, etc.).
2. Cite the approximate dates of the previous oral conversations that took place where the owner let her know he was unhappy with her performance.
3. Be specific with the employee that, if another incident occurred, she would be terminated.
4. And most importantly, have the employee sign it!
The Bottom Line:
When faced with a situation like this, be sure to tell the employee the problems in writing with specifics (dates, times, examples of non-performance). Except for certain major violations that might warrant immediate termination, give the employee a chance to fix the problem and share the consequences of not fixing it. If you do these things, you?re probably going to be fine if you need to terminate the employee in the future.
Avoiding HR Migrains
Small business owners need a reliable HR source that they can turn to to help avoid pitfalls and litigation. Save your business from HR migrains and get your most pressing HR question answered. And, while you?re at it, learn more about the Employer?s Association and how they can help you be successful.
Special Offer
One of TEA?s most popular member benefits is the HR Advice Hotline, where seasoned in-house HR experts answer an average of 50 calls a day. All prospective TEA members can enjoy one sample HR Advice Hotline call by calling Lauren Ansley at 704-522-8011.
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Source: http://www.charlottebusinessresources.com/2012/08/employee-headaches-free-hr-advice-hotline-can-help/
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