[Foghorn Leghorn]
But I say, but I say…Son, that is my HOME!
[/fl]
Well, it’s sure the funniest thing I’ve read this year.
+2
<THUNDEROUS APPLAUSE>BRAVO!!!</THUNDEROUS APPLAUSE>
Take a bow both of you!!
I’m not particularly hot, but I come with great references. 
It doesn’t sound to me that personal and business are exactly separated. If an employee’s personal life is causing an employer enough grief that they have to express outrage (even albeit of a minor sort) then perhaps the relationship should be reconsidered.
That’s not cool at all. People’s decisions in love and personal life are no fucking business of The Business and firing people for such things is not cool. I’d hate to have to defend that kind of decision in a wrongful termination suit.
Even if an employee’s personal life is influencing their business life? Truly?
There’s a thing called Progressive Discipline. You use it to attempt to correct an employee’s behavior. It is also useful on the back end to show that you have given your employee every attempt to get back on track before you terminated their employment.
So, how you feel about me firing Douchebag™ for-quote-“Fucking my married production manager,” end quote. Because that’s exactly what I did.
How about if you found out later* they had screwed in your driveway at your house?
*found out today, as a matter of fact. Along with her lying to a bank that Douchebag™ was still employed by me so he could get a loan. Yes, this just keeps on getting better and better.
You fired an employee for infidelity?
I think thats kind of crummy. If they’re having problems at work, then fire them for those. But I hardly think its professional to let someone go for relationship issues they’re having on their own time.
Honestly, it sounds like your way too caught up in the personal lives of your employees.
The *real *story behind Katy Perry and Russell Brand’s split.
It sounds to me like you are saying I was less than incorrect in my initial post.
:eek:
Ok, I withdraw any reservations or questions about termination at that point.
Feel free to contact Skald about some kind of bee-shooting mutant animal robot, or let me know exactly what kind of black magic you want performed.
scratch
I fired an employee for being disruptive, destructive, for propositioning me, for screwing my production manager, for showing naked pictures of my production manager to other employees, and for being a lousy carpenter. He brought HIS shit into MY company. I took care of it.
Believe it or not, I can fire anyone for anything. I could’ve fired him for wearing a green shirt if I wanted to.
This shit was dumped on my doorstep-I didn’t ask for any of it, nor did I encourage it in any way, shape or form. My obligation is to the company and all of my other employees.
Certainly being disruptive and being lousy at his job is a decent reason for firing him. I was responding to your saying earlier that you fired him for “fucking my married production manager”. Your employees sex lives aren’t your business, and shouldn’t in themselves be grounds for termination.
We need a term for when people tell others that they shouldn’t do something, and the person responds by stressing that they aren’t legally barred from doing that thing. I never questioned your ability to fire him, just the professionalism of doing so.
ahem cough
You Australians and your time machines…
It’s a little late for professionalism, don’t you think?
Listen, 2 someones dump this mess on my lap. I’ve got one 5 year employee who has a key position in the company who is great at her job, her husband who’s worked for me for 4 years as a key subcontractor, and some pretty boy carpenter that’s worked for me for two weeks. The carpenter has already blatantly hit on me, not cool. He’s showing and bragging to other employees that he’s screwing her-she’s their boss.
My choices were wait another couple of weeks and fully document everything in triplicate, or fired his ass immediately.
Speaking as a manager, you did the right thing with regard to his employment.