How would one handle the separation of the employee with the least liability exposure?
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How would one handle the separation of the employee with the least liability exposure?
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An employee has been incurring frequent absenteeism in violation of the company's Code of Discipline. Upon review of his files, progressive disciplinary measures had been undertaken (verbal warning, written reprimand, temporary suspension of 5 days, then 10 days and 15 days suspension with last chance warning) including corrective interventions (counseling and enhancing worker satisfaction). However, the employee continued to incur absences and may file a legal case before the Labor Arbiter if he gets terminated from employment.
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Mia~
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The company doesn't want to fire him. They either are shorthanded, or he may have strong points that no one else in the company can even come close to.
heh...Well, that's my case anyways. ;)
Oh yeah, to answer your question, get a lawyer just in case, keep every warning, ect. I don't think there is too much the labor arbiter can do, considering he has been given so many chances. this guys a scum, and he's takin the company for a ride. |
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Judy
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Let him file. Sounds like you have followed all the proper procedures.
You don't say where you are located, so it's hard to give you a real definite answer though. |
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