"We planned and fed wrong information to the department’s governing body and the human resources to force the Dumb Ass out of the company tangling him on false charges. The guy was harassed few times by everybody in the management. Management was careful when they were kicking him out so they created false documents and retained them in his personnel file."
That's rrrrrrrrrrreal ethical.
Thanks for suggesting the planting of false info (if the employee was so bad, why the need to "invent" false information in the first place?)
In Disbeliefof IL12:16PM July 10, 2010
Just because people binge drink (or smoke that awful smelling stuff) on OFF work time does not mean it won't affect them in some way in the workplace.
Alcoholics build up a tolerance, so that they can seem to be able to "handle" the liquor they drink, but just because they are not walking around with lampshades on their heads doesn't imply they are "OK." Tolerance to hard stuff is worse than someone just being a bit too tipsy, then coming in with a hangover Monday morning. Tolerance means a higher-functioning alcoholic, albeit still an alcoholic.
Maybe hire from the NON total party-reputation schools!
More Sober Two Centsof IL1:35AM July 10, 2010
The abusive and rude employee had a drinking problem?
HR should check into whether there's constant chatter about how many shots of heavy stuff (cocktails and wine don't count as heavy, more like festive drinking) that employee downed.
I have never worked anywhere where the most arrogantly obnoxious brats weren't linked to hard liquor abuse on a chronic basis. You begin to put two and two together at some point. Troublemakers may have a drinking problem that is affecting them so that they are extremely aggressive.
Easy solution: drug and alcohol testing prior to hire. Weeds out the substance abusers before they get into the organization.
Sober Two Centsof IL1:19AM July 10, 2010
I'd say it looks like everyone failed, not just HR. Perhaps the executive who said, "handle it" had already instructed HR not to do anything about it so that the supervisor could handle his own employee in his department, which if he would have been doing his job in the first place, things would not have escalated to this point.
In addition, any competent HR professional would know how to handle an employee of this type without calling an attorney. That's a stretch.
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In Disbelief of IL 12:16PM July 10, 2010
More Sober Two Cents of IL 1:35AM July 10, 2010
Sober Two Cents of IL 1:19AM July 10, 2010
Kimberly Roden of NJ 11:42AM July 09, 2010