Firing people sucks: Who is good at it?

[jamesy2422]

Roofer let me run this company and I’ll do it with an iron fist

you mean you want to get a fist

 

[jamesy2422]

I'm always very upfront about the fact that employees are bad for business to begin with.

They're costly
They're liabilities w customers
They're a source of theft
They're not as productive as AI

So they key is to limit their ability towards COBRA or any matching 401 / DB or UI claims.

In smaller businesses you can just give a female staffer $200 to make a harassment claim. Gives you cause to fire on the spot, no renumeration.

what if i want the female staffer to her-ass me?

 

[harpo]

Never met a Good Female Roofer not saying that they don't exist but why did you Hire her ? For a Piece of Asphalt ?

 

[europro]

 

[roofer]

Never met a Good Female Roofer not saying that they don't exist but why did you Hire her ? For a Piece of Asphalt ?

she is not a roofer. in the office.

 

[Tanko]

being a manager, I have been in the room to fire people I'd say maybe 3-4x. Technically you need 2 managers to fire someone. I've never been the official firing guy, but the witness each time.

Sammy makes a good point. I've always had another manager or HR in the room when I've gone through this 20+ times. In 2009/2010, it was like hell doing one after another.

The fact the woman you are dealing with hung up the phone on the "recorded" call indicates she may be a problem and knows this is coming. She may be looking for ways to set you up for a lawsuit of some type by pushing you during the call.

• Have someone with you on the call or in the room as an "independent" party. It can be a supv, co-owner, etc....
• If firing a woman in person, try to have a woman with you in the room. It helps.
• Record the conversation. You don't want them to be make claims of harrasment and sexual misconduct later. It happens more than you realize.
• Just lay out the facts why you're firing them. Many try to argue their case (they want to be heard). A lot of times they mention a ton of personal issues causing the problems. Just listen and no matter what they say, tell them the company is still heading in this direction.
• If after telling them they are fried you give them a 2nd chance, you are setting yourself up for a problem with a lawsuit when you do fire them down the road.

GL

 

[BMR Genie]

Sammy makes a good point. I've always had another manager or HR in the room when I've gone through this 20+ times. In 2009/2010, it was a like hell doing one after another.

The fact the woman you are dealing with hung up the phone on the "recorded" call indicates she may be a problem and knows this is coming. She may be looking for ways to set you up for a lawsuit of some type by pushing you during the call.

• Have someone with you on the call or in the room as an "independent" party. It can be a supv, co-owner, etc....
• If firing a woman in person, try to have a woman with you in the room. It helps.
• Record the conversation. You don't want them to be make claims of harrasment and sexual misconduct later. It happens more than you realize.
• Just lay out the facts why you're firing them. Many try to argue their case (they want to be heard). A lot of times they mention a ton of personal issues causing the problems. Just listen and no matter what they say, tell them the company is still heading in this direction.
• If after telling them they are fried you give them a 2nd chance, you are setting yourself up for a problem with a lawsuit when you do fire them down the road.

GL

 

[jjgold]

I'm always very upfront about the fact that employees are bad for business to begin with.

They're costly
They're liabilities w customers
They're a source of theft
They're not as productive as AI

So they key is to limit their ability towards COBRA or any matching 401 / DB or UI claims.

In smaller businesses you can just give a female staffer $200 to make a harassment claim. Gives you cause to fire on the spot, no renumeration.

This kid has every angle. I’m gonna watch my pockets if I meet him in Reno.

 

[roofer]

situation handled and things seem to be okay.
this gal is going to have a rude awakening in the real world—i was her first real job, allowed her to work remotely, paid 100% health insurance, her ex
bailed on her, and i covered her kids too, when she remarried, i covered the cost to cater her wedding, i’ve sent her and husband on trips, flew the whole family out for our christmas parties (they have family gear), bought tires for their family vehicle, and paid her a REALLY good salary—i don’t think there’s too many las vegas jobs that pay that. today, i feel relieved.

 

[flyingillini]

Is there a video of Vegas Dave being fired in the parking lot of the SBR compound?

 

[BMR Genie]

situation handled and things seem to be okay.
this gal is going to have a rude awakening in the real world—i was her first real job, allowed her to work remotely, paid 100% health insurance, her ex
bailed on her, and i covered her kids too, when she remarried, i covered the cost to cater her wedding, i’ve sent her and husband on trips, flew the whole family out for our christmas parties (they have family gear), bought tires for their family vehicle, and paid her a REALLY good salary—i don’t think there’s too many las vegas jobs that pay that. today, i feel relieved.

You're a good employer, Roofer. Not sure what her reason is for recording or going against you, but you're a good employer.

 

[roofer]

i am your classic entrepreneur and visionary. i just want to be able to do what i want to do and unfortunately, certain people take advantage of me. i don’t want to have to change but need to be more discerning with my generosity.