How to deal with a DISRUPTIVE Team Member...

[Matheuslung]

Did this person really need advice to know to fire this employee?

[strawberrykatnz]

Yeah, formal written warnings are important for both employer and employee that something isn't working and needs to change, whether given on legitimate grounds or out of spite by the employer - something's got to change regardless.

[carolinecummings]

I worked with a completely disruptive and disrespectful coworker. He felt like he could do anything he wanted. The day he got fired, he was shocked. He pleaded for his job back and even wrote a manifesto to HR as to his illegal dismissal. The documentation was not in his favor.

[billdoodson]

My sons first job from uni was in a dept of a company that made home furnishings. After a couple of weeks they put him in charge of it, due to the way he sorted out his bits of it. The first thing he did was sack a girl who was winding up the rest of the team.

[dc]

If you don't hold your employees accountable they will walk all over you.

[Axis]

Depending on local legislation you might need to put him on a Performance Improvement Plan ( or similar) before you can outright fire him. Don't do anything on your own as he might be able to sue if you mess up. Talk to HR about starting the proceedings as they can assist with the proper process. If you don't have a hr department hire an hourly consultant.
The faster you get this individual out the better your team will perform and you can solidify your position in a leadership role while reinforcing company policy and expectations. You must also limit the spread of this attitude asap.

[t.l.c]

This is why people with strong work ethics get tired of lazy fools like this. It can drag a team’s morale down because they have to do double the work for someone who should have been given several warnings and fired. It was just dismissed or punted to the next supervisor.

[JulieHall-qb]

You are great at this. Clear and concise advice.

[fredsmith]

When managing somebody out, document . Have meetings with them about their behaviourr and any improvements they need to demonstrate, document the conversation and send it to them in an email. (state facts only not oppinions.)
Make sure you follow the company procedures for performance improvement. Make sure the employee knows they are going through a formal review process.
Basically, CYOA (cover your own arse.)

[HImHere]

I started my newest job right around the 1 yr warranty of my car the first 3 Fridays I work I came 3-5hrs late because of different issues I had. I was informed for how it sounded like a lie and after explaining I was given the denifit of the doubt and an advance to fix my car I've been there ever since when i should have been let go.

[mariangeerling]

A paper trail is fundamental. The write-ups for the same or very similar offense and your gone. Period.

[Saltyshoresociety]

I find it weird someone had to ask that question but i also know there are a lot of "supervisors" that actually don't know much about management it's more that they don't entirely need to if they have a manager above them that should know exactly what to do in those situations. Surprised a higher manager didn't set the time for what was going to happen

[thepsychoticsquad]

I got brought into a meeting under suspicion of bullying an employee when I was a manager for a leisure centre, because I written up and brought up the same employee's name in concern during our meetings. I had the general Manager and a member of HR pull me into a room on one of my shifts and questioned me. When I justified my actions and insisted they look into it themselves, they disregarded it as the employee was liked by many of the staff, including the higher ups. After this employee got wind that she was basically untouchable, I only handled two week of covering on her behalf (sitting on pool (lifegaurding) cleaning, setting up and tearing down booked events) before I gave them an ultimatum. Sort her out or I'm gone. They may as well had laughed in my face so I left.
When I got there as it's local to me, the state on the centre is evident enough that she's somehow still employed. Haha.

[Ripley]

He has no respect for anyone, including himself.

[dianagraham]

Restaurant business. Everyone is always sick on mondays.

[terrmaso]

Document everything. Counsel them verbally with HR present.

[lindabarrett]

Follow your HR policy and paperwork towards termination.

[amoryll]

There's a pattern of absence straight off! Sit him down and document everything!

[SLP]

Documented verbal warning, written warning, and the terminate with 2 people in the room.

[Mrh]

If what the manager is true, I would first present a written warning for the offenses and make the employee sign it with a treat of firing if he does not change behavior, that way it will be documented and no way for the employee to fight for unfair dismissal