Memo for under performing employee?

Caitlyn

Have you tried talking to that employee? If you haven't then you should. Lets say you already tried talking to him/her and it doesn't resolve anything. You've tried at least 3 times and nothing has changed. Then you go to your HR manager and ask for what to do. At my work what usually happen is the employee will get written up. If the same employee get 2 written up then upon the 3d he/she will be let go automatically. But check with your HR manager. Different companies have different policies. You want to make sure that you follow the rule. Why? because that employee can come back to you and sue the company for wrongful termination.

CatLaw

First thing you need to do is to contact your company's HR department. They may have templates for this type of memo that has been approved by the legal dept in your company.

You may want to consider placing this employee on a PIP, a Performance Improvement Plan. In a PIP the employer must set out specific and detailed goals that the employee must meet. It can be one goal a week, or several goals over a 30 to 90 day period.

The employer meets with the employee at specific target points. For example in a 30 day PIP the employer would meet with the employee every week to go over the work that the employee had done to meet his/her goals. In a 60 or 90 day PIP the meetings could be every two weeks or you could set dates when a particular product or deliverable was required.

If you just want to memorialize an under performing employee in writting to be put in his employee file (for the potential of future termination) you memo should be to him and to the head of your HR department. It should provide a detailed explaination of performance issues including incidents where his poor performance caused problems.

Example. "Bob as our lead computer programmer in charge of mainting the corporation's on line system, your primary duty is to have the on line system up by 8 am every morning. For the past three weeks you have clocked in at 8:30 am for 9 of the 15 workdays. On those 9 workdays the on line system was brought up 30 minutes late, impacting our order entry department. Your behavior of being tardy is in violation of our company's rules, in violation of your job requirements, and if not corrected can cause your immediate termination.

Today, 10/07/07, we had a discussion of the importance of you arriving on time every morning. You indicated to me that you would improve your performance. This memo confirms this conversation. If this memo does not accurately depict the conversation, please let me know. This memo will be placed in your employee file and may be used for future action."

Whatever you write it must be specific as to the violation, that the action must be improved, and that the memo may be used for any future action.

blueink

Do you have an employee handbook?

Most companies have a book that outlines the policies and procedures of that establishment. If you have one ( if you don't, make one. Be certain to include the job requirements and the performance expectations as well as the do's and don't's of your company) have the bad employee read it. Have him sign a paper saying he read and agrees to follow the procedures contained within.

He won't read it. They never do.

Start writing him up on his poor performance. At the third write up you can legally fire him. Be certain though that he is actually violating procedure. If the write up reasons match the handbook even the labor department will agree with you. And because he signed agreeing to follow the rules, his write ups are a violation of that written contract.

Mel

Joe, this memo is to inform you that your performance is not meeting the job requirements in the following area(s):

(Then describe specifically what he isn't doing - late to work every day, isn't completing work by deadline, work is poor quality, whatever.)

Effective immediately, you must show sustained performance improvement by (coming to work on time, turning in work by deadline, etc.) Failure to improve your performance will result in further disciplinary action, up to and including the termination of your employment.

RDNZL

You're fired.

martha

I'm working part time as a Speech Pathologist Assistant for a school district. My supervisor has to observe me 1 hour in direct therapy and 1 hour of indirect therapy to discuss my caseload. This ihas tobe done weekly according to the Texas State board for SLP and SLP Assistants . My supervisor is requesting me to come after hours or in different days from the ones I choose to work (which are 2 full days a week). I have giving her 4 possible hours during my schedule to be able to meet and have the indirect time. She sent me a MEMO which I'm not sure if I'm obligated to sign. She said I'm refusing to meet with her which is not the case. I'm just not willing to work in the days I'm supposed to be off. I have a 5year old and a baby and I can not afford to pay extra babysitting time to be able to adjust my schedule to my supervosor's schedule. Do I have to sign that memo? Am I forced to meet with her in different hours than the ones I'm supposed to be working?

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