Hello again,

I have a different employee in question this time and wanted your advice's.

This manager was the general manger before I came along and got a pay cut because I took over the majority of his duties.

I have had trouble with him and would like to fire him and wanted to know the best way so that he wouldn't be able to win in an EDD or UI claim.

So far I have written him up with his signatures on a few papers citing that he; showed up to work late, was missing money in his drawer.

I was going to keep him until I heard that he has been talking badly about the restaurant to customers, which is VERY bad for business.

I'm not 100% sure it is him as I have to talk to certain other employees to make sure they can vouch and be witnesses in case problems arise.

Besides hoping that it was him what route would you go in order to fire him without future problems?

Thanks in advance.

-Peter

You're looking at this from a very shortsighted prospective.

To put it bluntly, you're sitting around wanking about getting charged unemployment, when you have a potentional time bomb sitting around that could seriously damage your business. (Assuming it is him that is badmouthing to the customers, etc)

The correct time to terminate is now. Assuming his next shift is tomorrow, have an exception check ready for him to cover his pay through tomorrow. At some point tomorrow, best at the begining of the shift before service(you'll have to pay CA show up pay), pull him aside, thank him for his service, get his keys and swipe card, sign any releases your HR needs, walk with him to the locker to get his personal effects, walk him to the exit, and wish him luck at his next job.

Your very next task, should be to remove all his access to the POS/Computer, and any company email. If you have any common passwords, it would be a good idea to change those.

Disgruntled employees can really wreck a restaurant fast.


But given the lack of urgency in your post, I'm guessing that there really isn't a huge problem, just a big personality conflict between the two of you. Still a valid reason to terminate.

You should focus more on building an effective team, and less on conspiring to deny an employees UI (which isn't really your decision anyway). If UI is going to be your focus, then your employees could easily see you as vindictive, and your ability as a manager will suffer. Expect turnover to increase.

Excellent post, TheRed. :)

I can't remember ever reading anywhere that an employee who was terminated for misconduct was approved for UI benefits in California.

Assuming of course there was actually misconduct. Some employers are vindictive and lie.


Thanks Patty :P

Assuming of course there was actually misconduct. Some employers are vindictive and lie.


Thanks Patty :P

Way too many. :mad: Yet they speak of integrity.