Author: admin

Is the trial period valid if the agreement is missing?

Have you managed to employ a slacker? Are they still in their trial period?   Yes?   But, have you misplaced the signed employment agreement?   Oh no.   Now what?   Recently I had this question:   A month ago, we employed a new guy, a young trainee. The first week he was sick on the Friday and the following week he missed a day. Last week Wednesday he left in the middle of the day and didn't come back, he just disappeared. He wasn't at work on Thursday or Friday, because he had some kind of domestic issue with his girlfriend.(Sigh)   Yesterday (Monday) one of your employees saw him shopping, and he said he had just moved to a new house. And then today he is not in, and said he'd be in tomorrow. (Sigh!!)   We have him under a trial period, but I can’t find a copy of the signed agreement. I know he signed it, but I can’t find it.   Can...

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Negative team member who must go?

Do you have a person who's failing to meet expectations, putting you in awkward situations with clients and spreading negativity?   You’ve raised points with her in the past, but nothing seems to be changing. In fact, it’s just getting worse. She’s insinuated she’s prepared to leave by verbally suggesting a ‘parting of ways’. But she won’t hand her notice in?!   You want her to leave the business she’s too troublesome to keep on.   Now what?   All you want to do is say: Sorry, your services are no longer needed. Collect your stuff, you will be paid your notice period. Then escort her out.   Is that the sort of thing you were thinking of doing?   My advice: Be careful.   Best thing to do it to take control of the situation.   She’s suggested the parting of the ways and then failed to give notice because she’s hoping for a pay-out. So, pay her off and...

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3 options when staff ignore the notice period

When an employee resigns and gives short notice instead of the period stated in the agreement, what are your options?   Can they just ignore the agreement? Can they just do this without consequences?   On the flip side, if you tried to cut their notice short, you’d have a personal grievance in your inbox in a palpitating second. This is always a disappointing and frustrating situation for employers.   You are right!   They’ve breached the agreement. But, if you make a big deal about it, you end up with a disgruntled employee in your business for the full notice period! They can get up to all sorts of mischief in the remaining weeks!   So, what can you do with this tricky situation?   Your 3 response options:   Friendly – Grab the agreement and check all the clauses about termination and notice. Make sure you are 100% right about the period of notice. Then have a friendly conversation (or as...

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Awkward consultation situation

The consultation period can cause problems for business owners.   Once you have that first 'your job is at risk' meeting with your employee, you might get stuck in awkward limbo for the following few days during consultation. By that time your employee knows their job may well go and they will be angry or upset.   How do you handle this so there’s less discomfort all round?   You wanna see if you can give your employee some time away from work. But be careful, because you don’t want them to think you’ve sent them home because you already decided the outcome of the consultation.   Do this:   At meeting, tell the employee: go home and think about this (not to be confused with forcing them to stay home!!!). Tell them they can choose to stay home to reflect until it's time for the feedback meeting (in 48 hours). Make it paid 'special leave'. If work needs...

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