This week we conducted an interview of a manager/owner of a business who handles the Discipline and Firing of Employees. I interviewed Jeff from an Ace Hardware Store. There was not a lot of experience with firing employees but this is what I have...
1. What are some examples of situations where employee discipline was necessary?
Employees are terminated for theft. This is the only circumstance in which they had to terminate someone. Reasons for discipline have to do with taking too long of breaks or lunch, taking too long with customers, not doing an adequate job.
Usually it is just a matter of taking them aside and giving them a verbal warning. They are told that if the situation/behavior isn't resolved, it will become a termination problem.
The owner/manager is the person responsible (in this case it is Jeff) for any discipline or firing of employees.
4. How do you handle it when an employer calls for a reference on an employee who has been fired? Is this something you discuss in advance with the disciplined/fired employee?
There is nothing discussed with the employee upon termination. He has never received a reference call from a fired employee's perspective employer.
5. Have you received any training at your work on how to conduct a discipline/termination interview?
Yes, Ace offers online training for discipline and firing.
6. Who carries out the discipline process? (supervisor, team lead, individual, manager, etc.)
The manager/owner takes care of discipline and firing alone. No one else is needed to be with the employee during this process.
7. What is the hardest incident in which you have had to fire or discipline someone?
The hardest incident including an employee who was caught stealing. This was difficult because this person had worked there for a while and had developed friendships with other employees and the managers. It was hard to have that trust broken.
8. How do you begin a meeting requiring discipline/termination?
The employee is called into the office and the two of them sit down together to discuss the situation. In the case of the employee being fired for theft, he is fired on the spot and is asked to leave.
9. Is there anything that is required to be done after an employee is fired at your work?
No, there is nothing further, no follow up or charges filed.
10. How do you prepare for a meeting in which you have to discipline an employee?
He prepares by taking notes and being informed and educated of the situation that needs to be dealt with. Notes are the most important thing he brings to this meeting.
11. How do you teach your employees about the discipline process?
They are not informed in advance. If there is a disciplinary problem that occurs, they are informed as the process of discussion is carried out.
12. What is the hardest part about terminating an employee?
Theft is the only reason he has had to fire an employee. So, having a relationship of trust broken with an employee you thought you could trust is the hardest part about termination.
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