I am putting an employee of mine on performance improvement. She has this habit of voicing her displeasure (in other words, bitching) about things she doesn't like with her coworkers. She's already been told to stop.

I need to say (as diplomatically as possible):

For the next 90 days, you will watch what you say and to whom you say it. You will also need to work on a more positive outlook and try not to adversly affect your coworkers or their work environment.

It's going to go in her file, so it needs to be done correctly. It has to look/sound good, because it's the first step in being able to show her the door.


Anybody?

sounds good enough to me

'Stop being a bitch, or your fired.'.....hows that?

It wouldn't fly with HR though.

'Stop being a bitch, or your fired.'.....hows that?

That's exactly what I'm trying to say, but worded a bit differently.

For the next 90 days, you will be placed on a probationary period, as your personal actions have adversly effected your fellow employee's and co-workers attitudes and performance. We strive to keep the atmosphere here a team environment, and if you are not willing to coincide with these procedures, then further and possibly more drastic actions will be taken.

I do not wish to escelate this matter anymore than it has, therefore I am requesting your cooperation on this matter. Please keep the attitude and demeanor as professional as possible whilst on the clock.

Regards,
$100T2


Is that enough, or do you need better?

I leave the office at 6pm est, so lemme know if you wanna work with me on this, or if that will suffice, etc.

I'd throw in that the cunt is creating a hostile work enviroment.

Mrs. Bitchity-bitch:

Although personal opinions and constructive criticism are always welcome at XYZ Corp, there are limits to the extent in which opinions and comments become distractions to others and begin to adversely impact the work environment. Specifically, it has been noted that the frequency and tenor of your opinions have indeed crossed this threshold.

We ask that you be cognizant of this issue and take the necessary steps to ensure that your actions and communications remain constructive while employed at XYZ Corp. We will conduct a follow-up performance review in 90 days to measure your progress in this area. If it is noted that a deficiency still exists, further disciplinary action may be taken (up to and including additional warnings and or termination of employment).

Thank-you for playing the corporate PC game. Please understand you are officially on my shit-list. Have a great weekend :wave:

[You are being] placed on a [90 day] probationary period [because] your [behavior is negatively impacting] your fellow employees and co-workers. We strive to [maintain] a [positive working] environment, and [discussing co-workers or the company in a negative manner is not conduscive to this.] if you are [unable to comply] with [this standard of professional conduct], then further action will be taken.

[Your] cooperation this matter [is greatly appreciated].


Whilst? Who the fuck says [I]whilst?!? :D

damn HR. tell them to stick a thumb up thier butt. lol

i dont know why you'd have to talk nice to someone who moans and bitches too much

For the next 90 days, you will be placed on a probationary period, as your personal actions have adversly effected your fellow employee's and co-workers attitudes and performance. We strive to keep the atmosphere here a team environment, and if you are not willing to coincide with these procedures, then further and possibly more drastic actions will be taken.

I do not wish to escelate this matter anymore than it has, therefore I am requesting your cooperation on this matter. Please keep the attitude and demeanor as professional as possible whilst on the clock.

Regards,
$100T2


Is that enough, or do you need better?

That's too harsh. This needs to be more encouraging, not so much disciplinary.

Whilst? Who the fuck says whilst?!? :D

lol, you'd be surprised. I'm the youngest manager in my department. Everyone else has white hairs coming out of their ears. . . . Soo. . . . I have to word stuff sometimes the way they want to read it. Playing the old folks corporate game basically :D

It's not so much that she's creating a hostile work environment...

She's a negative condescending bitch who thinks she is far more valuable than she is.

This needs to be more encouraging, not so much disciplinary.Why. If it's going in their personal file and it's not a commendation, it is disciplinary.

It's not so much that she's creating a hostile work environment...

She's a negative condescending bitch who thinks she is far more valuable than she is.

Then why try to encourage her if she thinks her shit doesn't stink? Give her a "real world" letter, be it punitive or not, to let her know she has to keep her attitude professional, regardless of her personal feelings.

I personaly. . . do not care for a lot of people in this office. However, I keep my ass shut when it comes time for meetings. Just because I don't agree with someone's style doesn't mean I have to voice it in a condescending way. Or at all for that matter.


Edit: Jim hit the nail on the head. Also, Tom's little letter was very professional. Sans the last sentence anyhow :D

lol, you'd be surprised. I'm the youngest manager in my department. Everyone else has white hairs coming out of their ears. . . . Soo. . . . I have to word stuff sometimes the way they want to read it. Playing the old folks corporate game basically :DI find it funny when executives use made-up words like "irregardless" and "impactful", and then otherwise intelligent people start using them in daily conversation because it becomes vogue to use the same "power phrases" the executives do. :D

Why. If it's going in their personal file and it's not a commendation, it is disciplinary.

Because HR said so.

I find it funny when executives use made-up words like "irregardless" and "impactful", and then otherwise intelligent people start using them in daily conversation because it becomes vogue to use the same "power phrases" the executives do. :D

lol, I guess we try to imitate those in positions we want to be in irregardless if it makes us look like total tards :D

It's not so much that she's creating a hostile work environment...

She's a negative condescending bitch who thinks she is far more valuable than she is.
If it's a performance review (not disciplinary) then simply address the fact that a positive outlook and helpful demeaner are qualities sought after in employees of your firm. Add that if she works on improving her personal demeanor, she is liely to receive higher marks on her review.

I've never really dinged anyone for their negative personality traits (only if it becomes a disruption to others).

oh man.

Bitching is half the fun of work though.

I can't think of a single day that goes by that I don't listen to everyone bitch about everyone else. I join in all the fun myself, of course.

Basically, she wants more money, because she thinks she's a super-duper valuable employee (which she isn't). She has been more than 15 minutes late FIFTY NINE times this year, she's bossy with co-workers, and she's not as skilled as she thinks she is. She has requested in writing a plan where she can jump through some hoops to get more money. I figure I will take this opportunity to drop the hammer on all her other bullshit.

59 instances of tardiness would have bought her a ticket out the door a long time ago.

She has been more than 15 minutes late FIFTY NINE times this year
damn.

I would hate to see how many times I've been late this year.

The way I look at it, if I'm in town, working in the office, I can stay 15 late if I'm 15 late in the morning. Kind of makes up for all the 5am mornings when working in the field.

She has been more than 15 minutes late FIFTY NINE times this year

That right there is grounds for corrective action followed by termination if she is late within -X- probationary period. You guy's give your employee's a lot of slack. After the 3rd tardy, without a reasonable excuse, she would have been on step 1 (we give 3 steps before termination). Attendance is the number one cause for corrective actions, coachings, etc, here.

Also, if she wants more money, tell her to prove it. Does she exceed the expectations set by the company in a huge way? A lot of my employee's think they deserve a 10% increase for their annual. They only see the amount of work they did over a 2 week span, if that. When historical data is pulled, sure, they busted their ass for 14 days, but what about the other 365?

Soooo. . . .. with that being said, tell it to her how it is. She just doesn't meet the company requirements for an accelerated review/higher raise/etc.

Reading all this corporate bullshit makes me happier that I will most likely never work in an industry where that stuff holds tight.


Come to think of it, I don't know a single person who has been fired for being late in any of the 4 main industries I work in. Only time people get fired really is "unexcused absentses (sp?)" (makes me feel like i'm back in school) and usually then, its only if its two in a row. When that happens, its just believed that you quit without calling in.

Come to think of it, I don't know a single person who has been fired for being late in any of the 4 main industries I work in. Only time people get fired really is "unexcused absentses (sp?)" (makes me feel like i'm back in school) and usually then, its only if its two in a row. When that happens, its just believed that you quit without calling in.

Over here, it's sort of the same thing. If you call in, that is an occurence. For as long as you are out in conjunction with that 1 call in (say you call in, and don't show up until 5 days later, but call everyday) that is one occurence. You are allowed 3 before any coaching is done. As for tardies, if it's brought to my attention that you are going to be late, i won't mind. It's the times when someone strolls in 30 minutes late with no excuse. . .. thats when it twists my tit. So to speak.

damn.

I would hate to see how many times I've been late this year.

The way I look at it, if I'm in town, working in the office, I can stay 15 late if I'm 15 late in the morning. Kind of makes up for all the 5am mornings when working in the field.

That's all well and good for certain jobs... But for our facility, we promise turn around times where someone coming in constantly tardy can really drag everyone else down.

I agree, her ass shoulda been fired. However, the previous person in my position let it slide, so now she's pissed that the new management is saying "9 a.m. isn't optional or open for discussion."

I agree, her ass shoulda been fired. However, the previous person in my position let it slide, so now she's pissed that the new management is saying "9 a.m. isn't optional or open for discussion."

Lay it down like this: If you don't like the way the rule ARE and HAVE BEEN, then I would be more than happy to process you'r letter of resignation. Just because one person doesn't enforce them doesn't mean she can't be terminated, or at least put on a disciplinary course of action for it.

I know we have a negative impact on you, because you are trying to do this in the least invasive and punitive way possible. From the way you describe it tho, there seems to be no way around it thsi time. Just tell her like it is basically.

But for our facility, we promise turn around times where someone coming in constantly tardy can really drag everyone else down.
yeah, I guess I should have added to that.

When we actually have projects that we have given our customers definate turn around times for, most of us (all except one or two) will come in early and work late to make sure we can get their equipment rebuilt, retested, recertified, and back to them before the deadline.

Often times they only give us 12 hours or less, those jobs suck ass. Get the gear at 4pm, go home, catch an hour sleep, come back and work until it is done, Be it midnight or 4 pm the next day, because it has to be out and back on the job by the next day.

Oh the joys of working in a service industry for a service industry for a service industry.

In other words, I have no set schedule and I never know where I will work or how long I will work until I am in bed and half way asleep and can say "Well... today is done with." And even then, it wouldn't be the first time getting a call in the wee hours of the morning saying I need to come to work to take care of some emergency job.





anyway... now that we took that completely random tangent...

Hope you find a way to word it that doesn't cause her to leave on bad terms.

Actually, I would love for her to get fed up and leave, because it's easier than building up the case to fire her.

This is what we're going with. The HR girl and I have been on the phone for the last hour over the whole (3 page) thing.


During your last performance review, you were instructed to maintain a professional and cordial relationship with your co-workers. You need to speak professionally at all times in the lab. If you feel that a co-worker could use coaching on their performance you must report that to me and I will address the behavior with the employee. At no time are you to give direction to other employees in the lab. You also need to refrain from voicing your displeasure with changes to procedures or decisions of management with your co-workers. You should bring these concerns to my attention and we will discuss them outside of the lab.

Not too shabby :)

So the HR lady was readying this thread as well, or were you just voicing what we typed?

Actually, she'd be pissed if she knew it was on an internet forum. She's cool (and has an incredibly hot ass), but she's not that cool.

She's a master at rephrasing shit so it sounds like nothing LOL

Haha, but aren't all HR sharks that way? ;)

She could say, "I hope your cock gets gnawed off by a rabid dog" and you would smile and say, "Hey, thanks!"

Did I mention she has a hot ass???

Hahahah :rofl:

It's the ass. I think she could say"Your cock is being gnawed off by a rabid bunny as we speak" while bent over picking up a penny and I would say "Hey Thanks!"

I mean, she has a really, really, really hot ass.

I'd piidb x 500.

This thread is useless without PICS

that being said........Man I am glad I work at home. Away from drame queens that piss me off. Most of My past disciplinary porblems have resulted from some fucking cunt in the work place fucking shit up for everybody. I take about 10 minutes of it and then I go off....then they cry.....then I have to have a "Talk" with HR.

We need to have a talk about your TPS reports.

We need to have a talk about your TPS reports.

G*ddamn, that movie is so true to this work place. Although I hate doing, when someone fucks up, 5 other people, in addition to myself, have to come down on that one person. I know I don't have to, because everyone else has, but the minute I think all is well and I don't have to, I get a phone call from the Ops Manager asking if I have brought it up to John Doe's attention.

My wife has never worked in an office. I was cracking up watching that movie....she did'nt even smile. Didn't get one reference.

"It's imperative you keep such offensive and demeaning comments to yourself for it only increases stress levels in the office, however if you choose not to cease, you'll be subject to sucking my cock until i render your mouth unbitchable, thanks... sign below"

how about

"stop being a whiny over demanding bitch or i'll mushroom stamp you in the eye!"

First and foremost, ya'll need to decide whether or not this a corrective review or some kind of performance review. Don't mince the shit together.

If you're not pleased- say it firmly, directly and give her a defined time frame to correct it. 90 days is too much for attitude and it should be immediate.

I would also stress that it is not tolerated and any further infractions will result in her being reprimanded Johnny on the spot.

I would also add that future performance evaluations will be affected by this issue, and until improvement is made- your highfaluting, stuck-up ass is out of luck.

Shit- I've fired people for less than this. This is an at-will state. If you look at me wrong I could fire your ass.

"It's imperative you keep such offensive and demeaning comments to yourself for it only increases stress levels in the office, however if you choose not to cease, you'll be subject to sucking my cock until i render your mouth unbitchable, thanks... sign below"

That's great except for one small thing.

She's fucking ugly.

Slip one of the people she hates in the office $10 to fuck with her until she quits.

change her schedule put her on limited hours call it downsizing.

First and foremost, ya'll need to decide whether or not this a corrective review or some kind of performance review. Don't mince the shit together.

If you're not pleased- say it firmly, directly and give her a defined time frame to correct it. 90 days is too much for attitude and it should be immediate.

I would also stress that it is not tolerated and any further infractions will result in her being reprimanded Johnny on the spot.

I would also add that future performance evaluations will be affected by this issue, and until improvement is made- your highfaluting, stuck-up ass is out of luck.

Shit- I've fired people for less than this. This is an at-will state. If you look at me wrong I could fire your ass.


I agree with Tom 100%. Why allow this to go on for another 90 days? That's a quarter of the year right there. Plus, what are the repurcussions if she fails to comply?

This doesn't sound like a disciplinary action so much as a "nice" conversation (aka slap on the wrist).

Hell, you could go with something as basic as:

"On your last performance review, you were asked to maintain a courteous and professional attitude with your coworkers and your supervisors. Since the time of your review, I have seen no improvement in this area. Since this was discussed with you at that time, consider this a Final Warning. If your attitude and behavior do not improve immediately, further action will be taken, up to and including termination of your employment."

With my company, even a verbal discussion is documented. From there, depending on the severity of the situation, it would escalate to a Written Warning, then a Final/Probationary Warning.

If this was already addressed during her Performance Review, she's basically being insubordinant. That's grounds for termination in and of itself. If your supervisor told you to stop doing something specific, yet you continued to do it, what do you think the end result should/would be?

HR can be a pain in the ass, but if you document everything and have a paper trail to back yourself up they should have no problem approving a decision to terminate. Just focus on a consistent reason: insubordination, failure to perform, etc. If you keep giving Correctives for different areas you don't have as firm a case.

The problem is, she's the type that will scream discrimination and file a lawsuit. She's a fuckin' dipshit who is two years out of college, this is her first real job, and she hasn't gotten it through her thick fucking head that she is so low on the totem pole that I haven't had a chance to give her her opinion yet.

Then you have your supervisor, or a member of HR (preferably female) sit in on the conversation as a witness, and sign off on it. That way she can't scream discrimination.

Just gotta learn how to cover your ass while still getting rid of the problem. :D

The problem is, she's the type that will scream discrimination and file a lawsuit. She's a fuckin' dipshit who is two years out of college, this is her first real job, and she hasn't gotten it through her thick fucking head that she is so low on the totem pole that I haven't had a chance to give her her opinion yet.
I'm so glad I don't have to deal with that PC / HR garbage. If someone here deserves to be canned, we can them. No pussyfooting around. If you are insubordinate (blatantly) :wave: don't let the door hit you in the ass!

If your state is a 'work at will' state, your HR department is really screwing themselves by making you go through that kinda crap.

Hell- I'd fire her for being ugly and thinking she has any opinion worth listening too (Other than maybe her opinion on how to bake a perfect fucking pie)

Well, I gave her the form and all that. She's complaining to my boss right now, and knowing her, the next move will be getting HR on the phone. Oh well. My boss and HR both agreed to this before we did it, so too bad for her.

Haha, going to your boss? Insubordination. Grounds for termination :D

Sorry to jack the thread, but 1 bad 7 was talking about discussions being documented

I quit a job and went to work for the competition. My old boss tried to sue me. During questioning they pulled out documented discussions tyring to proove (for some reason) that I was disgruntled...........I just looked at the docs......My lawyer chimed in with "Counslor *facing the other lawyer* Do you have any other unsigned documents to waiste our time with"

Not too strong sounding here but in a courtroom the silent Laughing was deafening....what a bunch of idiots.

OBTW.....yes I go t alot of money for that episode......can't say how much

So wait wait wait. . . . an employer can sue you for going to work for the competition? dubya tee eff man? That makes no sense at all. . . . what would he prove by winning the case?? Get you back as a pissed off emplyee?

So wait wait wait. . . . an employer can sue you for going to work for the competition? dubya tee eff man? That makes no sense at all. . . . what would he prove by winning the case?? Get you back as a pissed off emplyee?
They tried to say I signed a "no compete agreement" Which is true I signed it. Didn't matter I was not competing with them......my new boss was. I am just an employee. Non-Compete agreements only work for "OWNERS" that sell out and set up a new competing business. Then they tried the Confidentiality route, that didn't fly either. Funny they lost a lot of money over that one with the counter suit.

The judge looked over at my old Boss and said Mr. SoNSo looks like you're going to owe Mr. Hammons some money..........

They settled that day after court.

All documented conversations are signed by both parties. Period. (where I work)

I have had to sign two non-compete forms with my company. It doesn't matter that I'm working for an owner, etc. I lose my stock options and have to reimburse the company 40% of my annual salary if I go to work for a competitor within 12 months of my departure.

$100T2... your ass is covered, especially if HR agreed to it. I wouldn't say she's being insubordinate - she's going through the chain of command. Just about any company these days has an open door policy; if you're not comfortable talking to your immediate supervisor, or you have an issue with your immediate supervisor, you go to the person above them or to HR.

I've worked for a few companies that made me sign ND/NCA agreements. Fortunately in Canada they're not enforceable (considered 'restrictive to trade' and therefore detrimental to the capitalist economy)

In my trade there are no such things as 'no compete' clauses.

If I walk out the door- $40MM in loan revenue and $10MM in deposit revenue is at risk (currently).

It's the same all around here. If you're good at what you do- you get treated well. If you're not? You get the boot and they'll hire someone who can bring in a fat portfolio.

(Of course I'm part and parcel with a new venture so I seriously doubt I'm going anywhere soon :) )

Well, I figure that she'll start looking for a new job, which is fine with me... I have two people lined up to take her place, both of whom are low maintenance hard workers.

Fuck that bitch.

A lot of times it's easier to "push" someone to quit than it is to fire them :) Good to know you already have the replacement(s) lined up, too.