Innkeeper To Go
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she also may fit the age discrimination bracket.Hire and fire at will is correct here as well but there are cases where the person CAN file a lawsuit...and to protect yourself you should have some documentation as to why you are letting the person go especially if you plan on replacing that person. If you lay someone off due to reduction of staff and are not replacing them there is no or little need for this.What state are you in? Virginia is - I forget what it's called - a "no cause state" or something like that. Companies can hire and fire at will unless of course you work for the state or something like that.One other possibility - would it be cost-prohibitive to hire Anne's daughter's cleaning company (contract help rather than YOUR employee) and specify Peg as the person you wnat sent to you..Yes, they are very expensive. The company charges $35 per hour for cleaning services. I pay $15 per hour and that is what the company is paying Peg. So the company gets the extra $20 on top of what they are paying their staff. Quite a little racket they got there.gillumhouse said:One other possibility - would it be cost-prohibitive to hire Anne's daughter's cleaning company (contract help rather than YOUR employee) and specify Peg as the person you wnat sent to you.
.Pretty standard, I'm afraid. You must remember that on top of the salary they must pay for liability Ins. (just like we do) and possibly bonding for each of their employees, they also have to pay 7 1/2% of their emp. Social Security....it has to come from somewhere! And then they do need to make money too, or why be in business?The Farmers Daughter said:Yes, they are very expensive. The company charges $35 per hour for cleaning services. I pay $15 per hour and that is what the company is paying Peg. So the company gets the extra $20 on top of what they are paying their staff. Quite a little racket they got there.gillumhouse said:One other possibility - would it be cost-prohibitive to hire Anne's daughter's cleaning company (contract help rather than YOUR employee) and specify Peg as the person you wnat sent to you.
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RIki
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Having worked in a corporate law office, I saw many. many cases regarding termination. Covering your A...... is highly recommended...you would not go without insurance, this is similar. In this case, this woman has been in the corporate world for much of her career, she just may not be to happy about being let go so easily...she also may fit the age discrimination bracket.
Sorry that I go to the extreme here, I learned alot in that job and I do for the most part go to the extreme in protecting mine.
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I believe if I remember correctly - a woman over 40.... PLEASE do a CYA even if it takes another 6 months.
The corporation I worked for was a government contractor and it was easier to just pay the hall walkers than to fire them because they had to document EVERY employee in the department for a year - not just the hall walker - before they could fire them. Hall walkers could not get nailed for doing something worng because they did not do anything to get nailed for.
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This is all good advice. Especially for someone who has been there for 3 years without a significant change in performance.gillumhouse said:she also may fit the age discrimination bracket.
I believe if I remember correctly - a woman over 40.... PLEASE do a CYA even if it takes another 6 months.
The corporation I worked for was a government contractor and it was easier to just pay the hall walkers than to fire them because they had to document EVERY employee in the department for a year - not just the hall walker - before they could fire them. Hall walkers could not get nailed for doing something worng because they did not do anything to get nailed for.
She really needs to have a firm date for improvement to happen and a plan of action about what will happen next, including termination if the improvement doesn't take place.
It won't take 6 months. It can be done in far less time.
But it really needs to be handled with a mix of compassion, stern warnings, and action taken swiftly after each incident to protect the inn.
Do it the right way and there won't be litigation. Rush it after putting up with her for 3 years and you can bet your bottom dollar there will be.
IMHO.