I hired an receptionist 2 months ago that is not working out. We informed her that there was a 90 day probationary period at her interview(not in writing). Although her office skills are adequate, she lacks common sense in many decisions she makes and my clients comment that she sounds confused on the phone. I don't see things getting any better with time. Bottom line, I would like to terminate her employment but she hasn't really done anything wrong, and she does try hard and I think she believes she is doing a great job. I'm not sure what to give her as cause, or do I need to. My wife decided to take the position temporarily until we find someone else. Could we use nepatism as a reasons for termination? I know it is a cop-out but it would be less damaging. Goose8

I hired an receptionist 2 months ago that is not working out. We informed her that there was a 90 day probationary period at her interview(not in writing). Although her office skills are adequate, she lacks common sense in many decisions she makes and my clients comment that she sounds confused on the phone. I don't see things getting any better with time. Bottom line, I would like to terminate her employment but she hasn't really done anything wrong, and she does try hard and I think she believes she is doing a great job. I'm not sure what to give her as cause, or do I need to. My wife decided to take the position temporarily until we find someone else. Could we use nepatism as a reasons for termination? I know it is a cop-out but it would be less damaging. Goose8
Since you have been getting customer complaints, and your customers pay your bills, I would use this as a reason to fire her. I think that California is an at will employment state, so you can fire her. It may just be easier to say this is not the job for you, but if someone calls, I won't give you a bad reference. That is entirely up to you. I am not privvy to California labor laws, so if I am wrong someone will tell me. Good luck to you!

Have you talked to her and told her what you are observing and what your customers are saying? I understand it would be easier to just discharge her and let your wife take over temporarily, but it's possible she just is not aware of the situation.

Having said that, if you do decide to terminate her, I would just say "It's not working out and we're going to go another direction with the position." I would not say your wife is going to sit in there for a while; there's just no point in that (although "nepotism" is NOT illegal discrimination).

I just think you should give her a chance to improve before just writing her off after only 2 months.

The law in CA does not require that you give her a reason unless you are a public utility, and if you are a public utility you only have to give her a reason if she asks, in writing, for one.