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| Well.... if ~you~ can DOCUMENT that he has been trained, is aware of the risks of his behaviour, etc.... and he offs himself doing something stupid.... you have recourse to mitigate your liability. If you terminate him, again... you have recourse to show that he was made aware of the risks, he didn't follow procedure, etc and was dismissed for cause.
Look at it from the other angle... you fire him outright. He doesn't like being fired... so he challenges the dismissal with whatever authority you have in the area... says he was dismissed without just cause, he didn't know he shouldn't be doing what he was doing, wasn't trained, wasn't warned, etc.... and you got jack squat to say otherwise. or worse.... he gets killed doing something stupid and there is nothing to show that he was trained... then the real trouble begins.
The other factor here.... is whether or not there's anyone better to fill the space provided by the job... sometimes the devil you know is better than the one you don't know.
Rod | |
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To reprimand or terminate employee from below?
