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The worst termination is the termination that occurs too late. Set aside the poor performance and disruption caused by a marginal or troublesome employee, procrastination in this area can be very, very costly. Here's where the key problem occurs: The problem employee makes some kind of official complaint or claim, such as a written complaint against a supervisor or a workers comp claim.
At this point, everything changes. If you terminate after these kind of complaints or claims, the employee can mosey into their local attorney’s office, where they will find that a retaliation claim is possible. A retaliation claim means that you as an employer have terminated the employee because th employee filed the original complaint or claim.
How might you fare in such a case? This article puts some eyebrow-raising numbers to the problem. When an employee initiates a retaliation claim, they win 63% of the time. Settlements in these types of claims averaged $845,147. Imagine how many projects it would take for your company to make back that amount of money.
There are many reasons to act quickly when you have a poor or problematic employee, but few have the financial impact of this one. I hope it helps you fight your tendency to procrastinate in these cases.
Posted on: January 21, 2008 12:35 PM |
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