[The Great One]

Got a newish staff member who's not doing as she is told or shown

6 weeks in, had 8 informal chats and now have spent 1 1/2 hours doing stuff she missed yet again.

Do I bin her straight away
Do I give her notice
Do I go through the verbal, written warning route

Cheers

Martin

[Smudger]

Are you employing her on a trial or probationary period?

If yes - hold a meeting and give the big E

If no - have you recorded the meeting ? If yes goto above

If no - you could for total safety and peace of mind now hold verbal and written warnings, but to be honest 8 weeks in their are no workers rights and this employee has made no efforts to learn the work so go straight to the end of the line meeting.

Sometimes you have to be tough to protect your biz, other employees, yourself. We feel we are always fair and give reasonable chances ( been too soft at times ) so the sack is unfortunately the last but necessary step

HTH

Darran

[cidcleaningsvcs]

Hi we have had this issue with staff if they cant do the job get rid! Make sure you go through the correct procedure though ie warnings etc or if they are on a probationary period when it gets to the end of the period get rid we always put staff on a 1 month probationary period if they cant prove their self in a month then theirs something wrong! At the end of the day its your livelyhood at the end of the day.

[SMH Domestic Cleaners]

Hi all
Is it best to employ or use self employed cleaners ? If self employed easier to remove from your workforce but less committed to you I suppose

[Richard iSparkle]

Got a newish staff member who's not doing as she is told or shown

6 weeks in, had 8 informal chats and now have spent 1 1/2 hours doing stuff she missed yet again.

Do I bin her straight away
Do I give her notice
Do I go through the verbal, written warning route

Cheers

Martin

if she is like this in the first 6 weeks bin her.  just tell her first thing in the morning that she's not hitting the standard you expect.

staff are on their best behaviour for the first 8 weeks or so...  it will only get worse

you can dump staff within the first 2 years and they cannot take you to court for unfair dismissal.  they can only take you to court for discrimination so that can be sex discrim, disabled disc rim, race etc. 

[Mike Halliday]

Got a newish staff member who's not doing as she is told or shown

6 weeks in, had 8 informal chats and now have spent 1 1/2 hours doing stuff she missed yet again.

Do I bin her straight away
Do I give her notice
Do I go through the verbal, written warning route

Cheers

Martin

if she is like this in the first 6 weeks bin her.  just tell her first thing in the morning that she's not hitting the standard you expect.

staff are on their best behaviour for the first 8 weeks or so...  it will only get worse

you can dump staff within the first 2 years and they cannot take you to court for unfair dismissal.  they can only take you to court for discrimination so that can be sex discrim, disabled disc rim, race etc. 

That's the problem she's a black, handicapped lesbian. Might as well give 50 grand right now

[Tony Hodgkinson]

Think of how it affects your business. You need good reliable cleaners who are going to put the hard work in. Sometimes its hard to let people go but when they behave inappropriately you have no option.

[anders170]

Hi Tony I was interested in something you mentioned in another post I cant seem to find it now, would you send me your email address so I could ask you? I didnt want to contact you on your website as its to do with an issue discussed on here.

[Michelle H]

Hi,

It all depends on the terms and conditions you set out when you employed them.

Myself, I give them a copy of said terms, With a clear date of how long probation is. They also receive a copy of my staff handbook which outlines how they will be dealt with if standards are not met ( This is my disciplinary procedure ). Finally I ensure that all training logs are signed to prove that they have had the training and are happy and except they know how to do the job correctly.

In your case, It might be best to wipe the slate clean ( Pardon the pun ). If you have covered yourself legally with your terms and she is still in the probation period, Then you can let go. 

In my terms I use this,

On joining ( My company name ) you will be required to serve a 3 / 6 month probationary period. During this time you will be thinking about weather you wish to remain working with us. Your line manager, at the same time will be assessing your suitability for your role. If you do not reach the standards required by ( My company name ) your employment may be terminated at any time during the probationary period with one week's notice. ( My company name ) reserves the right to extend the probationary period where required.

The ACAS code on Discipline, Dismissal and Grievance Procedures do not apply during the probationary period.

+++++++

That above is taken from my handbook but in the copy of terms it gives a brief outline but refers to the handbook for full details. I ensure that I have signed copy's of both terms and the receipt of the handbook plus full acceptance of the handbook  terms and a understanding of them.

In the end you need to cover yourself. So if you have you can let go or best option is like I said, Start fresh with her but make sure your fully protected and everything is signed and legal. 

[Tony Hodgkinson]

of course my email address is info@hcs-cheshire.co.uk

[Ian Gourlay]

martin,

I am very upset you want to sack me   I try to reach your standards but I find all that blood too much