There are ways of handling this case differently from employer and employee. Let's start with the hiring phase:
1. The employer did not ask the candidate any questions about his ability to perform the job (asking questions can help you decide if the candidate is fit for the job).
2. The employer failed to ask if there are any issues with the availability to attend these days/hours and mandatory meetings (Addressing the issues of hours and days during interviews will cause fewer problems during their time at the company).
3. When the employer mentioned the candidate would receive the truck, gas card, and cleaning equipment, she should have expressed with emphasis that these three items can only be used for company purposes and not for personal use at any given time. (the employer was very vague with the information about the use of those three items). …show more content…
The employer should have asked more questions in the hiring process instead of feeding information about the job (getting to know his personality and work ethics are the key).
5. The employer did not discuss any consequences the candidate may receive for any actions effecting/costing the company (mentioning the consequences are ways to show the employee that the requirements and policies are strictly in place).
6. Employee should have discussed his personal issues so that they would be dealt with according.
As far as the firing phase:
1. As an employer, the employee is given warnings to the allegations put before them and continue their work with close watch. (Employees are given at least one warning before being released from their duties so they can fix the problem).
2. Due to his personal issues, I would find him another position that would benefit the company's needs and his (Try to give him another chance to prove himself).
3. Let the employee understand how he is affecting the company's reputation and stopping it from
1. The employer did not ask the candidate any questions about his ability to perform the job (asking questions can help you decide if the candidate is fit for the job).
2. The employer failed to ask if there are any issues with the availability to attend these days/hours and mandatory meetings (Addressing the issues of hours and days during interviews will cause fewer problems during their time at the company).
3. When the employer mentioned the candidate would receive the truck, gas card, and cleaning equipment, she should have expressed with emphasis that these three items can only be used for company purposes and not for personal use at any given time. (the employer was very vague with the information about the use of those three items). …show more content…
The employer should have asked more questions in the hiring process instead of feeding information about the job (getting to know his personality and work ethics are the key).
5. The employer did not discuss any consequences the candidate may receive for any actions effecting/costing the company (mentioning the consequences are ways to show the employee that the requirements and policies are strictly in place).
6. Employee should have discussed his personal issues so that they would be dealt with according.
As far as the firing phase:
1. As an employer, the employee is given warnings to the allegations put before them and continue their work with close watch. (Employees are given at least one warning before being released from their duties so they can fix the problem).
2. Due to his personal issues, I would find him another position that would benefit the company's needs and his (Try to give him another chance to prove himself).
3. Let the employee understand how he is affecting the company's reputation and stopping it from