Really? It’s a temporary situation where gas is extremely limited. I really don’t see the issue here. It’s 2021, post-pandemic, there’s no reason why we can’t handle business virtually if there’s a legit obstacle to an on-site meeting.
I'm about to fire our new Regional HR Manager...
- Thread starter The Tradition
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Really? It’s a temporary situation where gas is extremely limited. I really don’t see the issue here. It’s 2021, post-pandemic, there’s no reason why we can’t handle business virtually if there’s a legit obstacle to an on-site meeting.
Send her a bag of gas and tell her to get driving.
So...you’re saying fire Trad?
I'll throw my hat in the ring just so when Trad fires me I can talk about all his sexual harassment of me.
Not that I necessarily agree with you but "she" sounds a bit needy for an H.R. Manager position. how has her previous job performance been? Having been in a lower level management position within a large Fortune 500 company the last person you wanted to sit across from was your RARS or "Retail Associate Relations Specialist"
Trad wonders why he can’t find anybody to fill open his many open positions.
Would be curious to read employee reviews of Trads company on Glassdoor
Would be curious to read employee reviews of Trads company on Glassdoor
If there are so much about her that you don’t like and she still works for you, I’m guessing that she has more work ‘skills’ than you have mentioned here.
didn’t you hear?
NEW LOCATION HR MANAGER ORIENTATION
Business can’t possibly go on if that’s not completed in person and on schedule.
Trad is a back-office, non-revenue-producing leech.
I just screen shot and sent her this post on LinkedIn.
IMO when a job entails a great deal of travel you need to bend over backwards to make it as pain free as possible for those employees. Dealing with turnover because you ride their ass over everything seems a lot more costly and inconvenient to the company than simply making things nice for them.
That’s too rational. Trad isn’t rational.
You need to examine this situation from a position of extremely low dick heat to understand.
With an incredibly inflated sense of importance. It’s also amusing how he purports to be all about freedom. He’s about control. Power. Lol. HR..
You're an HR guy and are asking HROT for advice?
Unless your communications weren't suggestions, but were directives, then the employee wasn't insubordinate. Seems to me there should be steps like a clear documented warning and communication that your suggestions are directives not suggestions. Are there other performance issues that also should be included in the warning? Is she producing results?
Seems to me you are a terrible people manager in not wanting to develop a potentially good employee by giving a warning and action plan to resolve any deficiencies. If you create an action plan and she still fails, then fire her.
Unless your communications weren't suggestions, but were directives, then the employee wasn't insubordinate. Seems to me there should be steps like a clear documented warning and communication that your suggestions are directives not suggestions. Are there other performance issues that also should be included in the warning? Is she producing results?
Seems to me you are a terrible people manager in not wanting to develop a potentially good employee by giving a warning and action plan to resolve any deficiencies. If you create an action plan and she still fails, then fire her.
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That would require actual work. Trad just wants to be on the road feeling important and passive-aggressively “managing”.
I'd give her the gas excuse just because it is different for women. What if she runs out of gas and then something bad happens to her. If you think you can fire her for the other issues, then go ahead. Or, give her the 1 warning. She does sound needy.
I maintain that Trad is completely full of shyte. I don't believe, for a second, that he's in any position of power. He's not a VP or a Director. Not a chance. He's most likely a sad little HR peon who dreams of being in such a lofty perch...which is precisely why he's so out of touch with how the actual position he pretends to have, is run ( as evidenced by this thread). Of course I could be wrong, but I'd bet money on it that I'm not.
Why? Using Zoom is just another tool. My entire company is remote and we have no issues.
This isn't 1985. Sounds like your company is behind the times.
As someone who actually agrees with many of Trad’s posts, I’m in strong opposition to this one. I wouldn’t want my wife to set out on a 500 mile drive with less than half a tank and very little options to refuel. There’s work and there’s common sense. And, honestly, if she worked for a company that couldn’t understand that she couldn’t travel - through no fault of her own - because there is no fuel, I’d strongly encourage her to find alternative employment.
Most empolyees are done with the travel crap, vaccinated or not.
And many employers I have talked to are done with needless travel. It can save a company a ton of money. Especially some basic HR orientation that can be done virtually.
My experience is that during an initial probationary or trial period you see an employee at their very best behavior. It is up to you if what you are seeing (or likely worse) is acceptable. Good luck with your decision.
Yeah, thinking about it again...I wouldn't want my girl trying to drive not knowing where she could fill up/stay.
What's the most important aspect of her job? Employee relations and dispute resolutions or meeting up with your schedule? It seems that firing her because of her travel choices is a bit extreme, especially if she is still completing the other aspects of her job. If you have the power to fire her you also have the power to affect her evaluation, right? If everything else is ok, list "lack of flexibility in travel accommodations" (or something to that effect) as something she needs to improve on. If she's not getting it done int he other parts of her job, make sure you document those things and then that be the reason she is being let go.
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anon_01irjibf16qqj
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- Sep 13, 2002
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Yea, I mean he literally puts the fate of his employees in the hands of random strangers on the internet. I wonder what his boss would think if they knew he was soliciting this type of advice on a sports internet forum. He does work for a large southeast based nursing home so we could find out!
The most I'd be willing to tolerate is to sit next to him at the lobby bar for an hour.
I might let him pay if he insisted after mentioning "company dime" and "perks of business travel" several times. That, or let him pay for dry cleaning from the second hand smoke.
Hires employee because she has soft skills he doesn't.
Fires her almost immediately because he has no soft skills.
Looks at who the OP is....yeah, that checks out.
Fires her almost immediately because he has no soft skills.
Looks at who the OP is....yeah, that checks out.
Well, he probably thought the HR in HROT stood for human resources rather than Hawkeye Report. It happens all the time.
He is looking for a reason to get rid of her. Trad is jealous the employees like her better than they like him.
- Sep 13, 2002
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Well hell, he’s gonna have to fire everyone then!
This past year companies are going above and beyond to be accommodating and flexible. If our HR called me for advice on this I’d say move the meeting or do it by phone or ZOOM. Do NOT force someone to travel under those circumstances.
Wouldn’t surprise me if she’s already lodged a complaint with HR.
Wouldn’t surprise me if she’s already lodged a complaint with HR.
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