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Topic: Paying Off Employees
Messages (2) Visitors (935)
Victor Cooper
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Paying Off Employees
10-25-2010 / 12:27 pm #1
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HR Team:
I was discussing a situation with a friend that was surprised by her evaluation. She was a great employee with top performance evaluations. About 5-6 months after her last evaluation she was re-evaluated, so that the organization can set a new evaluation cycle, and was rated poorly. So poorly to the point of being on an performance improvement plan. This was a great surprise to my dear friend to the point of realizing that if she was this poor of a performer-management-why was she not fired. The document was filled with half truths and a rebuttal, allowed by policy, was not encouraged by higher ups because it would draw attention to the evaluator. I know that any performance evaluation there may be room for improvement. But I believe that one should not be surprised. There was never any formal discussion, plan that she needed to improve in this area or that. Things went down hill from there. My dear friend was given a written warning, according to policy-manager option-to augment a poor performance evaluation-where it stated that if in her manager's "perception" that she was not meeting her expectations that she can be let go immediately, not at the end of 90 days and a discussion had.
My friend could not take the confinement and struck a deal with HR for a substantial sum of money and other guarantees and left the organization.
My question is this common practice in the business-HR- world where companies pay off employees with cash and other guarantees.
What does this say to the manager who has done this, that we discovered , which has happened before?
Modification count: 1
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USA MS
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Re: Paying Off Employees
12-15-2010 / 3:48 pm #2
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Policy and procedures have to be followed and HR depends on the line/ department/program managers to enforce organizational policy and procedures and the organization as a whole depends on upper managment to ensure that all employees are being treated fairly and that the best interest of the agency should be the issue. Once the employee received such an evaluation and she felt that it was not correct the proper grievance procedures should have been followed and if there was a problem with a similar case the evaluator obviously was not disciplined the first time it happened so what do you expect from upper management because they did not handle the evaluator properly the first time it happened again and they organiztation of course suffered financially. In the end, issues have to be handled correctly the first time and this would save alot of time, money and losing good employees.
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