**I NEED OPINIONS FROM THE HUMAN RESOURCES PROFESSIONALS**

posted 3 years ago in Career
Post # 3
Member
7997 posts
Bumble Beekeeper
  • Wedding: December 2013

Have you tried sitting down with her and trying to talk about what’s going on or is it way past that? I believe that it’s a shared responsibility that makes a good employee… some of it is on the manager, and some of it is on the employee.

With that said, I would bring all documentation to the meeting, but only use it if necessary. If there a union involved? Where I work if there’s complaints, an HR rep or union rep will always be present at these types of meetings.. precisely to protect the employee.

Post # 4
Member
11772 posts
Sugar Beekeeper
  • Wedding: May 2013

@NYBride23:  I’d bring the documentation of all her write-ups, including the ones from before you.

My DH had an employee go to HR when he was very close to being fired. It’s apparenty pretty common. I wouldn’t worry!

Post # 5
Member
6525 posts
Bee Keeper
  • Wedding: September 2013

@NYBride23:  No, I don,t think its necessary to meet with the HR secretly. If you have documentation, bring it. More evidence, the better. Your superior is correct. 

By you meeting with HR secretly doesn’t look right, to me it would seem as if you are trying to prove yourself too much when you don’t have too bc as you state you have more than enough evidence to show shes a crappy employee.

 

Post # 7
Member
4223 posts
Honey bee
  • Wedding: August 2013

I think someone in HR should talk to her about the issue. She may be chronically ill or severely depressed, who knows. 

Post # 8
Member
7997 posts
Bumble Beekeeper
  • Wedding: December 2013

@NYBride23:  Bleh, sticky situation! Probably a good thing there isn’t a union – it would be much harder to fire her with one.

I would probably see how this meeting goes, and then have one more talk with her to see if maybe this is the wake-up call she needs and she decides to become reasonable. It sounds like she needs some micro-managing vs. you micro-managing her for no reason. Ugh!

Post # 9
Member
2562 posts
Sugar bee
  • Wedding: March 2014

I don’t really see the point of hiding them if you bring the docs.

I think it would make me upset to suddently find out how much documentation was done on me (in a disciplinary meeting no less!), especially if I was close to being let go, I suppose.

But maybe what I’d do in your shoes is email the HR person and let them know you’ll be bringing docs with you, in case the HR person wants to review them with you after the meeting.

The employee has the right to know you have records of her behavior, so if it comes up in the meeting just acknowledge you have records of past performance and leave it at that in front of the employee.

 

Post # 11
Member
6525 posts
Bee Keeper
  • Wedding: September 2013

@NYBride23:  no, review them while the employee is in the room. Lwt HR see how unprofessional she is. You want her to make a fool of herself. It only helps build your argument. I work in Manhattan and i work very closely with the HR director in my company and she does this all the time. 

 

Post # 13
Member
6525 posts
Bee Keeper
  • Wedding: September 2013

@NYBride23:  Exactly. It will show not only your HR director that you know what you are doing, but it will also send the message that you know how to do your job and do it well and that you are NOT to be messed with!

Good luck with your meeting, please give an update!

This employee is going to crap her pants. and won’t know what hit her.

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