“Your attitude will either put up a vibrant personality or will end up creating disasters for you.” A bad attitude is like a coke bottle. The more you force yourself to put it out, the more violently it will spill. The lack of fellowship or goodwill among your team would disrupt the peace at your workplace and that can at times create havoc in a situation. It is completely on you as to how you put yourself up in public and that is how you earn good remarks at your office. You need to have the limelight on you as that increases your chance of getting positioned to a higher post. Here we will see about How To Fire An Employee With A Bad Attitude?
However, that may not always be the case. The way how a good attitude can make you an element of applause, the very way a bad attitude can make you the periphery of laughter. It will disrupt the workflow and it will question your worth and skill. It will create a negative impact on the team and will have adverse effects in terms of productivity. It is hence necessary for the team to remove such people for the betterment of the organization as a whole.
Although it seems easy, it is not the case. Terminating someone in terms of bad behavior, a precisely bad attitude is a tough job. It is a subject of concern and I’m here to guide you through the forthcoming steps that you need to take. Have a look:
How To Fire An Employee With A Bad Attitude?
How to proceed with the matter?
- Evaluate the details:
Obtain the materials from the employee’s personnel file. Evaluate the details of the employee. Talk with the employee’s supervisor and ask him for the details of other behavioral issues. Go through the details and prepare a report for the same. You will need to present these details on the day you hand over the termination letter to him/her.
- Address their previous conduct:
Analyze whether the individual has shown comparable conduct in the past, who dealt with the previous concerns, and how they have been addressed. Check that you have up-to-date punitive action forms and paperwork on workplace regulations. If his behavior has been questionable or has violated the company’s policy terms, you are asked to create a preliminary disciplinary review form, based primarily on your executive summary and the supervisor’s remarks.
- Notify the employee about his conduct issues.
Employees who are aware of poor performance or inappropriate behavior are typically aware of why they are being summoned to human capital. However, notify the employee that the meeting aims to review recent performance and workplace conduct issues.
- Assemble the files:
Assemble the items for the file, including disciplinary records and paperwork. Make duplicates for both the supervisor and the employee.
- Make a list of how their policies are incompatibility with the company’s policies:
Set up the meeting. Presenting the purpose behind the meeting makes it distinct as to where things are heading. Using previous performance assessments, disciplinary reviews, commendations, and attendance records examine the employee’s performance during the evaluation period. Highlight the employees’ positive aspects in the company and describe how they are compatible with the company’s philosophy.
- Examining and evaluating:
Examine your official documents for punishable crimes and the individual’s personnel file to see whether comparable instances of poor behavior have previously been noted in his job record. Collect data about prior behavior, activities, and rule infractions.
- Know the reason behind the behavior that occurs.
Obtain data about current matters or occurrences in which the employee’s behavior violates corporate policy, such as dereliction of duty or failing to obey a supervisor’s specifications; using discourteous language with superiors and subordinates; blatantly ignoring corporate assets; or other offenses that warrant termination. Document the employee’s activities and prepare the required papers for the dismissal meeting.
- Make the call:
Schedule the severance meeting during the last few hours of the workweek. However, if the employee participates in behavior or activities that represent an urgent hazard to himself or his coworkers, be prepared to hold the termination meeting right away. If you think that the termination meeting may turn combative as a result of the employee’s negative attitude, keep the meeting brief and request support from yet another superior or security.
The possible legal actions
In most circumstances, however, it is not unlawful to fire an employee for bad attitude. Firing an employee because he filed a claim with the Equal Employment Opportunity Commission is prohibited employer retaliation. The EEOC clearly states in its technical guidance synopses for employers that retaliation is illegal because employees have the right to file a complaint predicated on their cordial rights and protections under the Civil Rights Act of 1964 as well as other federal laws governing fair employment practices. However, an employee’s dismissal that happens after the employee files an EEOC complaint must be for varying reasons from the EEOC petition, and the employer must verify that there is no causal link between the EEOC submission and the employee’s dismissal.
Fire an employee for a bad attitude is justified, and for all practical reasons, understandable. The individual must live by the company policy and develop amiable behavior for the best. Collecting information on the individual, highlighting his flaws, addressing his hardships, following what the company’s policy (s) holds, rightfully making all the judgments, and then taking the call are the highlights to proceed.
Frequently asked questions:
- Can a company fire without any notice?
It varies from company to company. However, most of the time, it is the HR team that contacts you before the final meeting happens. Hence, it becomes quite obvious at times.
- Is being late to work a reason to get fired?
Punctuality is important. This could be a reason to fire. However, it still seems a little vague. The better thing is if you can work on this and change it for the good.