Dustin

Fired

Marca

It's unbelievable that it's so hard to find good employees. But unless you're small, you can't do everything yourself. I do know that in my next 'life', I'll figure something out that I can do without any help!

We have 16 people on the payroll and at the moment it's really a good team. But even then, I'm always better than them. I sell more, give better information, am more 'empathic', etc. No matter how many times you emphasize the importance of service, it doesn't seem to get beyond a certain level.

But my experience has been that the more you invest in your employees (in education, advancement or just personal interest), the more you get back. Being a good people manager is very important in our line of business.

Sittin South

You should fire her. Why would you want some employee making you feel like that at YOUR OWN business.

glowtanning530

Yikes.. What about a in writing warning listing EVERYTHING that is a problem then tell her any more and she will be fired on the spot

billable

Laney, you are in Tennessee, so I can tell you a few things you may or may not know about employer/employee relationships that apply to you.

First an employee is considered probationary for the first 90 days. you can fire them for pretty much any reason not ruled out by law (discrimination due to race, religion, etc.). They are not eligible for unemployment benefits that can be charged back against you and drive up your rate for unemployement insurance.

Second, in Tennessee, employment is "at will." This means an employee is employed at the will of the employer for as little or as long as the private employer wishes, and in whatever lawful capacity the employer requires. The employee may choose to work at the employee's will for the length of time he or she desires. An employer need not provide any reason for terminating an "at will" employee, so long as the termination isn’t unlawful or discriminatory (based on age, sex, national origin, disability).

Reasons for terminating an at-will employee may include, but aren’t limited to:

• Merger
• Workforce reduction
• Change in company direction and business focus
• Poor company performance

However, if you terminate an employee for any reason other than their poor performance of the job or refusal to perform as instructed, they may draw unemployment and, again, drive up your costs.

One of the exceptions to at-will employment is called “promissory estoppel.” To show promissory estoppel, an employee must show

• The employer made a clear and unambiguous promise of employment for a specific period of time
• The employee relied on the promise
• The employee’s reliance was reasonable and foreseeable
• The employee was injured as a result

There is also an implied covenant of good faith for every contract, even a contract for “at will” employment.
There is also what’s called “public policy” against firing a worker for:

• Refusing to perform an act that state law prohibits
• Reporting a violation of the law
• Engaging in acts that public policy encourages (for example, not allowing leave for National Guard activities)
• Exercising a statutory right (for example, firing an injured worker who files a claim under the state worker's compensation law)

In short, if it isn't in writing, it didn't happen. Document your discussions with your employee. Make sure that she acknowledges that she has been informed of the problem and given a chance to correct it. One of two things will happen if you use this formal process. Either she will understand that this is a real job and you are documenting this to justify her dismissal and she will do better, or she will continue to slack off and you have documented justification for her termination.

Good luck

rgm824

it's true - no one will care about your business the way that you do -

Laney

Oh, everything has been documented....date, time etc. I believe she understands now that if she doesn't change and do things our way, she's out the door. My husband made it quite clear to her. Why she felt the need to talk to him and not me, I don't know. The only thing I can think of is, I work at a school all day and get to the salon after 3:00pm. Since I wasn't there she probably felt "safer". Of course he told me about it and when she came up to the counter, I told her that she had to remember one thing: I paid her....she doesn't pay me. She didn't say a word. But I must say she's been really good for the past couple of days so hopefully we're seeing some changes. We've hired another girl now to just clean beds and the salon and they seem to get along really good. So we shall see. I'm staying very much on my toes however and there had better not be any more screw-ups, towards us, the clients or the salon. I do believe she's very aware.
Thanks everyone for all your input. It's much appreciated!

CAYENNE2005

Sounds like the girl I had here, that I fired for many reasons, but one friday she was working and I specifically told her if she has 3 dirty beds and any clients in front of her, call me! I called HER 3 times during the couple hours i was gone and she kept insisting everything was fine. When I got back, I saw that she tanned 25-30 peeps within an hour and a half! My husband said he asked her, Why didn't you tell Gina?" She said,........................"What would SHE have done?"
OMG! FIRED!

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cametotalktan

My problem is that if I have an issue with someone. I wouldn't be able to look at them much less communicate with them. I am funny that way. Even if it is my shop I am scared of peeps coming in here like they own the place. I get enough of that from the customers. I don't like ppl touching my things that I have worked so hard to put into place.

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When I grown up I want to be Angerfant.....

clubtan1

I think you're being way too... Oh ****, FIRE HER!