Firing/Discipline of Employee Interview Q’s and A’s

  1. What is the first action you take when an issue is brought up about an employee who needs discipline?

A conversation is started with the employee who is in question of discipline to further investigate what the true issue may be.

  1. Are there several steps that are taken to discipline an employee before termination?

Yes, a discussion with HR, write up agreement, basic performance plan after 3 months if there is no change then they are terminated.

  1. When do you usually fire an employee or discipline them? Do you do it before the weekend?

Depends on the situation for each employee but it is usually done at the beginning of the day. Performance improvement plan, Layoff (1%), lowest performers let go first, consulting with HR for termination packet or on phone. Ultimately it is done when convenient and when it feels right.

  1. Are you required to give severance pay if you fire an employee? If so, does this impact your decision on whether or not to fire them?

Not required, but typically give 2 weeks’ pay and some form of severance, or negotiation so that they can collect other benefits depending on situation, every employee has a special situation. The company also tries not to sever ties with employees especially if layoffs are to occur because when rehiring some employees come back to the company for work.

  1. Do you have the final say in whether or not an employee needs to be fired? Or is there a committee/someone over you that makes the final decision and you execute those decisions?

Usually hierarchy of management knows situation, HR is more involved and pulls trigger.

  1. Who all is involved in the firing process and discussion with the employee when they are fired?

HR and first line manager are the ones to start and finish the discussion with the employee who is to be terminated.

  1. How long is the discussion with an employee about them being let go?

As short as possible, employee checklist (badge, computer, turn off access, until security measures are taken care of) IT/security, HR, first line manager are some of the things that need to be taken care of before the employee is fully let go.

  1. Do you utilize verbal/written corrective discipline and education? If so how many times do you do this before proceeding to the termination of the employee?

Review process (rating), one on one every other week to talk about getting better, peer reviews, verbal, written, performance plan. There are many steps in the corrective action process.

  1. Does the process of termination for the company you work for ever hinder you from terminating an employee?

No, HR/management is very supportive, the process is just a lot of work and can be awkward when having to break news because of the security measures that have to be taken for the company (deny access to company computers, buildings, and finances)

  1. What is done to prevent gossip and retain the trust of employees in the workplace when terminating an employee?

Usually done secretive/out of public view to reduce gossip, people keep heads down to put oneself out there (limelight) of increasing chances of being let go. Performance problem employees are hard to disguise because most people are aware of the situation.

11. What types of issues/offences do you fire/ terminate over? What constitutes termination and what is discipline worthy?

A few examples of what some employees have been fired over are, pornography on work computer, working a second job while at work, blatant lies of whereabouts, misusing company credit card for personal use, causing tension at work (causing problems at work), using work time to engage in personal/intimate relationships, poor performance and layoffs.

  1. How many warnings/ offences do you allow before considering termination?

Cadence is very generous to their employees and gives them the benefit of the doubt and is apparent with the steps in the termination process.

Tami Wood

Cadence Design Systems Inc

After the interview with Tami I realized how lenient the company is with their employees. This helps foster the idea that education, training, and proper steps to avoid rash decisions when terminating an employee. Once the decision to fire a troubled employee has been made there is no doubt that the right decision was made as long as the policy in place was followed. It also helps mitigate any legal repercussions against the company as they are covering their bases with sufficient evidence that termination was necessary.

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