Yea, why else do you think he is posting here right now. Guys like Harrisment, RM95, MadMax, and me - we avoid the pink slip because we know how to circumvent the system.
The few times I've had to fire anyone...it's always been immediate. (after warnings...attempts to change things etc). What possible good could come from having someone you've just fired showing up each day, and having access to all your files and stuff?? Even in small companies..we did the clean-up-your-desk-with-someone-present-and-out-the-door thing. Again...couldn't risk leaving them alone with access to everything after you've just told them they're fired. The fun they'd have! Of course we always gave a generous severance cheque on that day. No sense in being an ass about it...important to maintain good will with remaining staff (and the guy who's leaving) and likely cheaper and less hassle than a future suit.
Not answering for RM95, but employment claims based on statutes (such as Title VII, the federal antidiscrimination statue, and the ADA, have minimum employee requirements, 15 in each case). State antidiscrimination statutes can vary, but in Texas it's still 15. Creative plaintiff's lawyers have tried to get around the 15 employee minimum by styling their cases as Section 1981 claims (civil rights), but I am uncertain how effective they have been. Exceptions to employment at-will (such as firing an employee for refusing to perform an illegal act) apply regardless of the number of employees. The foregoing is not legal advice, and I didn't even sleep in a Holiday Inn last night.
this is proper business ettiquette but it is so ONE SIDED it is like. . the person OWES the business the notice but the BUSINESS owes he person NOTHING Firin, Layoffs, etc. . the business lets you go with nary a warning Rocket River
My question is: Why does the PERSON owe the business more respec than the business would give the person? Rocket River
If they don't give 2 weeks notice, then they'd better not give you for a reference. I think most place are afraid of getting sued for almost anything, so even on references we are told to say nothing more than whether they did or did not give a 2 week notice - unless they are good, then you can tell them they hung the moon. But I don't think you can get into any trouble stating the fact that they left without giving a 2 week notice - most future employers will frown upon that.
If you can put any reason down for firing someone how can one prove they were fired for Race, Sex, color, national origin, or religion? I mean . .just because 17 women got fired. . . doesn't mean they were fired because they women . . .I mean they guy fired 2 guys who were stealing. The law is basically imo a work-a-round to discriminate against people sort of a business DON'T ASK . . DON't TELL Rocket River
It is absolutely lopsided in favor of a company. There's no law requiring an employee to give notice before leaving; however, if the employee intends to list that employer as a reference, it behooves that employee to leave on good terms. That means giving the employer as much time as possible to fill the position. Contrarily, the employer always has the option to fire someone at any time, for any reason, and without any warning. Is it fair? No. Welcome to the business world. And, yes, employers can use the law to discriminate. If they want to fire 7 women (based on gender), they can do so and simply state that "their services were no longer required" or something like that. Now, those women can try to sue, but to be succussful, they would have to have some kind of evidence showing that the true reason for their firing was because of their gender.
