[PaulineH]

Hi guy's, posted a topic a couple of weeks ago regarding a few teething problems with one of my staff, well weeks later there's been no improvement in the standard of her work, one day last week i refused to take her on a job as she wasn't wearing her uniform (again).

Today really sealed it for me that she doesn't come up to standard, i initially took her on to do a commercial showroom clean once a week on a sunday(which she was happy about although she had the opportunity to do it on a friday evening). I said i'd initally do the clean with her so she got used to opening up and got familiar with the clean, i thought i'd do it for 2 weeks, well i'm still helping her and it's been 6 weeks...

Anyway finally thought she had to do it on her own so i dropped her off this morning at 10.20 to do the 2hr clean, i arrived back to collect all cleaning materials etc 1hr 45mins later, and she was all done, everything packed away all ready at the front door, i walked through the door, she rushed off as she had pre-arranged a friend to collect her at 12 oclock, so she never intended to do the full 2hrs as i see it.

Checked the showroom and found loads of stuff totally missed , things not dusted, not vacced properly, toilet still dirty the list goes on..So i spent a further 40mins there to get things done,  otherwise i'd get an iriate client on the phone monday morning as the things she'd missed were pretty obvious to see, now my question is,  to sack her does it have to be done face to face, in writing or can it be done over the telephone? She is on a probationary period and it states in her contract that in this time she can be dismissed at any time if her work isn't to standard etc..Any advice would be appreciated,

thanks Pauline...   

[Paul Heath]

As you have stated she is on a probationary period, so make a list of things missed,date,time, lack of wearing uniform and any other info just in case things turn nasty. I would then explain to her face to face that it has not worked out and you are going to have to let her go. Make up any holiday pay with her P45 and send them to her. It comes with the territory i'm affraid, but you do have to be tough sometimes, she is probably doing more harm then good.

[Robert Parry]

Hi Pauline,

In theory, yes, you can dispense with her services.

The reality may be somewhat different!

Have you followed the correct procedures in taking this person on?

Have you followed the correct procedures regarding the disciplinary actions?

Do you have all the correct documentation to back up the above?

Have you trained this person properly, and is this training documented?

Did your staff member realise that she was going to be working alone today?

If you are not 100% of all the points raised above, seek legal advice before taking any further action!

Just one further point, if ever you do need to dispense with anyone's services, this should be done in your workplace or office, ensuring, if you are at a customers place of business, that no one can overhear, or walk in on you. You should act professional, and calmly inform them verbally of the reasons, and then give them a letter stating the reasons for thier dismissal.

Regards,

Rob

[deborah waters]

hi pauline i would call acas they can give you up to date regulations and advice but also if she has worked less than a year it is easier to get rid of her

[cml]

Hi Pauline,

As your staff is still on probation then you can (if you choose based on the reasons given) dismiss her.  Yes as posted above if she has been with you for less than 12 months this should not be too much of a problem but it is subject to how you do this. 

For best practice I would observe the questions listed in Robs response above because if you fail to terminate correctly you could see yourself with a wrongful dismissal case and you just don't need that.  You may want to start documenting behaviour,  conversations and instructions given not matter how burdensome.  You may want to consider an informal chat about works just to find out where here head is at.

Not clear on the facts but it easy to assume that if you covered or helped her for 6weeks, then she probably went in thinking that you may cover the areas she had left , who knows?  No doubt your staff will have an answer for everything. 

Good luck