Firing/Discipline Interview

1. If you notice or hear talk about a problem with an employee, what is your first step before confronting that employee?

 Confront the people talking about it, and get more information.

2. How many times do you talk to an employee about an issue before you consider firing that employee?

About 3 times

3. How do you get proper background information on an issue before you confront an issue in the workplace?

Talk with those involved or who have witness the problem in a professional manner. 

4. In your experience, after firing an employee, do you wish you had addressed the situation earlier or later?

Earlier

5. Do you get feedback from other employees before and after a firing takes place?

I don’t. I leave it between myself and the employee.

6. Do you provide a probationary period or suspension before firing?

Yes

7. How do you ensure accusations of discrimination do not occur when terminating an employee? 

This can be a tricky one. Making sure to have proof of the problem can help.

8. If your employee is involved in an offense outside of the workplace that violates the integrity of our company, is this enough justification for termination of that employee?

Yes

9. Is there a policy set in place in your company that sets parameters for what an employee can or cannot be terminated for?

Yes. There are certain things that merit immediate termination, like failing drug tests. There ar policies in place.

10.  When considering terminating an employee, is it up to one person or are multiple people involved?

There is a team of us that decide together.

11. Do you issue verbal and written warnings before terminating an employee, if so, how many?

Yes. 3. Verbal and written.

12.  Do you allow employees to anonymously bring up an issue they have noticed with other employees? 

Only if it’s professionally done in private, with the manager.

13.  What are the most common reasons for termination?

Failed drug tests

14.  What are the most common reasons for having to discipline your employees?

Attendance and being lazy on the job

15. What is your approach when firing an employee?

Stating the reason and being compassionate while doing it.

Interviewee: Jeremy Fullmer at Fullmer Bros. Landscaping

I never have been exposed to firing and disciplining in the workplace before this class. After this interview, I got a Bette understanding of it as well. I was really surprised that failed frug tests is this company’s number one reason for termination. Not that it happens a lot, but because they don’t fire often, and this is one of the few reasons they would terminate the employee immediately. I was also surprised at the use of other employees to get more info about a problem employee.