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Email sent out by Employer After Firing Employee
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Email sent out by Employer After Firing Employee
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THE EMAIL BELOW WAS SENT BY THE PRESIDENT OF THE COMPANY AFTER HE FIRED AN EMPLOYEE. IS THE EMAIL BELOW THAT WAS SENT LEGAL OR ARE THERE LEGAL RAMIFICATIONS? HER FULL NAME WAS USED IN THE EMAIL AND WE
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Forums » Topic Forums » Work Views » Email sent out by Employer After Firing Employee
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Email sent out by Employer After Firing Employee
posted at 5/12/2002 2:16 PM EDT
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Posts: 2
First: 5/12/2002 Last: 5/13/2002 |
THE EMAIL BELOW WAS SENT BY THE PRESIDENT OF THE COMPANY AFTER HE FIRED AN EMPLOYEE. IS THE EMAIL BELOW THAT WAS SENT LEGAL OR ARE THERE LEGAL RAMIFICATIONS? HER FULL NAME WAS USED IN THE EMAIL AND WENT TO ABOUT 50-60 EMPLOYEES OF THE COMPANY:
"Employee's full name" has not met the minimal expectations from an employee for a period of time. In the past months I received complaints about her performance from her supervisor, from others in "company name" who work with her, and from customers. As an employee with a performance issue, "company name" started monitoring "employee" time in the company, and it was verified that she does not even meet even minimal required work day of 7.5 hours on a regular basis. "Employee's name" was made aware of these issues and was put on a Performance Improvement Plan. However, she did not improve her performance. During this plan she was requested once again to comply with "company name" minimal requirements, but chose not to comply. To remove any doubt I must tell you that "employee's name" was offered the option to arrive at work later and leave later, but she chose not to accept "company name" offer. After reviewing this matter several times in the past months, I decided that"employee's full name" can no longer continue to work with us. Last Friday, in our company meeting, we discussed "company's name" policy of work hours, and my expectations from our employees. "Company Name" is a flexible company that goes a long way towards its employees, and the overwhelming majority here benefit from our flexible work day without taking advantage of it. What I cannot tolerate is an abuse of our system. I am sorry that "employee's full name" chose a different path and I wish her luck in her new career. |
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Email sent out by Employer After Firing Employee
posted at 5/13/2002 2:46 AM EDT
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Posts: 2
First: 5/12/2002 Last: 5/13/2002 |
How can a president that has been in the position only since January 2002, no company handbooks were ever given out, make this decision after the employee has been working at the company for five years and has been keeping the same schedule for five years? |
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Email sent out by Employer After Firing Employee
posted at 6/5/2002 9:14 AM EDT
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Posts: 11
First: 4/23/2002 Last: 9/11/2002 |
How about the remaining employees? Are they now cowed into minding every moment? Has morale plummeted?
I know the temptation to short-circuit speculation and criticism by spilling the story to everyone -- But I agree with Bob G. ... CEO is being bad. "Better to be silent and be thought a fool, than to open one's mouth and remove all doubt." |
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Email sent out by Employer After Firing Employee
posted at 7/10/2002 4:01 AM EDT
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Posts: 2
First: 7/10/2002 Last: 7/10/2002 |
Seems to me there may be a couple of issues that may come from your president's address to the people.
While employee's performance records should remain in confidence, in an environment where many people work closely together, everybody usually knows the performance of their co-worker's. I am sure he said nothing about the individual's performance or discipline that your people did not already know. What would be of concern to me is that if 60 employees received this e-mail, how many have forwarded this to people outside the organization. Will this prevent that person from obtaining employment elsewhere and who will be liable for this information if the e-mail does get into a potential employers hands? While it may fall on deaf ears and put you in jeopardy, you may want to delicately inform the president of the possible ramifications of future correspondence like the one mentioned. Hopefully, your role is as a strategic partner, to identify possible areas that can make your organization vulnerable, and he uses this as a lesson learned. Good Luck! |
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Email sent out by Employer After Firing Employee
posted at 2/21/2003 4:27 AM EST
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Posts: 169
First: 4/2/2002 Last: 8/29/2007 |
I do question the president's integrety and motivation for distributing this message to, essentially, dis-interested parties. Yes, I'm sure that the employee's work habits were no secret to those working closely with her. However, the president's choice to release such a note may have put him in a compromising postion in many, many ways. As a rule, if you wouldn't put out such a message while an employee is working for your company, you certainly shouldn't do so after the employee has been terminated. I wouldn't want to work for an organization led by a president who uses such poor judgement. In posting such an e-mail, he nullified any 'employee at will' defense for dismissal. After all, performance appraisals are, in fact, very subjective. |
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Email sent out by Employer After Firing Employee
posted at 2/25/2003 3:32 PM EST
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Posts: 495
First: 9/30/2000 Last: 8/19/2011 |
Legal or not - how unimpressive. I work for a manufacturing organization that has recently undergone many restructures. Some positions have been made redundant, some individuals have left due to poor performance. We have been challenging upper management to be subtle with announcements, and when I read your post I just about died!
Horrid! No tact, no diplomacy. For whatever reason a person has left your employ, dignity is an issue. Not only for the imparting employee, but for the rest of us left behind. I think some coaching is needed here - communication (lack of it, or poor) has a huge impact on an organization. You only need what needs to be said, i.e. Jane Doe is no longer with the organization, we'd like to thank her for her contributions and wish her the best in her future endeavours (blah blah, etc.). I believe that the message of the notice that was sent through your organization can only foster negative attitudes/behaviour. "Hey, there's the thanks you get after all s/he put in", or "that's what you are worth when you go"... Communicate the information, but respect the individual who is leaving (for whatever reason) and also think about how those who are still working for you will view the message and their significance. |
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Email sent out by Employer After Firing Employee
posted at 8/10/2004 7:35 AM EDT
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Posts: 12
First: 8/7/2004 Last: 8/15/2007 |
If President was attempting to "warn" other employees he need only publish a reminder about work hours and the company's policy on flex-time/attendance/lateness. His e-mail seems vindictive; I don't know what purpose it serves other than to fuel the gossip pipeline. |
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