Firing Interview

For this interview I interviewed Nate Davis at WSRP

  1. What is the first action you take when an issue is brought up about an employee who needs discipline?

The first action I would take would be to talk to the employee about it directly, face to face. 

2. Are there several steps that are taken to discipline an employee before termination?

Yes there are typically three levels 1 Verbal warning 2 written warning 3 termination. We give our employees multiple chances to rectify poor behaviors or improve. However, it also depends on how big the issue is. Some things could be seriously enough to warrant immediate termination with warnings. 

3. When do you usually fire an employee or discipline them? Do you do it before the weekend?

We don’t have a set time or day that we fire employees, but typically in the morning, so they don’t go through their entire work day and then at the end get fired. We set up a time to meet as a group (manager, HR, any other pertinent individuals) and discusses the employee’s termination with them together.

4. Are you required to give severance pay if you fire an employee? If so, does this impact your decision on whether or not to fire them?

No, but our company typically gives an additional two weeks pay. This is pretty nominal to our company.

5. Do you have the final say in whether or not an employee needs to be fired? Or is there a committee/someone over you that makes the final decision and you execute those decisions?

There is not a committee, the partners and managers discuss the performance and them make a collective decision among the partners

6. Who all is involved in the firing process and discussion with the employee when they are fired.

See Q.3 Usually the HR director, a partner, and a manager.

7.How long is the discussion with an employee about them being let go?

This is really variable upon the employee, why they are being fired, and what details need to be addressed. They mostly end up being in the 30-60 min range. 

8. Do you utilize verbal/written corrective discipline and education? If so how many times do you do this before proceeding to the termination of the employee?

Generally, yes. Again this depends on the situation. For example, if the employee was embezzling money there would be no warning, it would be an instantaneous termination. However, for most things employees are given 1 verbal warning and 2 written warnings before termination.

9.Does the process of termination for the company you work for every hinder you from terminating an employee?

Yes, we resort to firing only as a last resort.

10. What is done to prevent gossip and retain the trust of employees in the workplace when terminating an employee?

The managers and staff have a close relationship that allows the communication of such events. Our industry is known for high turnover.

11. What types of issues/offences do you fire/ terminate over? What constitutes termination and what is discipline worthy?

Poor performance relative to the rest of the staff, extreme poor communication, misrepresentation on skills/abilities. And other major issues such as embezzlement as previously mentioned. 

12. How many warnings/ offences do you allow before considering termination?

See Q.8

Before this interview I didn’t really thing about extreme cases which would require immediate termination without following the whole verbal and written warning path. Obviously this situation occur, I just hadn’t thought about it going into the interview. I also leaned that this company doesn’t really do a severance package which was something that I thought was kind of required so it surprised my to learn that. I also thought about how certain things like tardiness that would be an issue in healthcare isn’t necessarily and issue in other professions, because they aren’t required to be there at a certain time as long as the get the work done and get their hours in. 

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