The boss asked me to fire a dedicated clerk who didn't make mistakes and didn't want to lose money. What should I do?

Hello, I specialize in HR work. I've experienced a lot of things like firing employees. Let me give you my opinion, which may be useful to you.

I don't know if you are a department head or an employee of the human resources department, but for the customer service clerk who dismissed the company's e-commerce department, no matter who implemented it, it must be illegal to terminate the labor contract. According to the Labor Contract Law, the company must pay double compensation. If the company wants to fire its employees and doesn't want to lose money, once the dismissed employees complain to the labor bureau, the company will also be sentenced to pay compensation. Therefore, you must explain all these reasons to your boss and let him know the stakes.

I suggest that you propose a compromise to your boss first, that is, pay one month's basic salary (that is, 3500 yuan) as a condition for dismissing clerks, so that you can achieve the purpose of layoffs with small money, which is much more cost-effective than spending a lot of money by the company. If the boss doesn't listen and insists that you fire the clerk for free, then you have done your best. As a subordinate employee, you can only carry out the boss's decision and fire the clerk.

There may be two results, one is that the clerk goes to the labor bureau to defend his rights, and the other is that the clerk gives up the right to work, which depends entirely on the attitude of the clerk.

If the clerk has a strong personality, according to my experience, if you fire him, he will inevitably go to the labor bureau to complain, and your company will inevitably lose money. In this case, what you have to do is to convey the boss's meaning to the clerk and send a notice of dismissal to the employee. The purpose of doing this is actually to indirectly tell the clerk that you have tried your best and there is no way to get compensation for him. The only thing you can do is to create complete and key evidence for the clerk, and let the clerk help you improve corporate governance through labor rights protection.

If the clerk is introverted and timid, you will fire him severely according to the boss's intention without compensation. According to my experience, maybe even if he is fired by you, he won't defend his rights, but in this case, the inner blow of the clerk will be very great and may hurt his heart. Therefore, as an employee who carries out the task of dismissing the boss, you must do a good job of psychological counseling and comfort for the clerk, reduce the "psychological trauma" of the clerk and help him find a job.

When comforting the dismissed clerk, you must explain to the clerk again and again that it is not because the company is incompetent that you fired him. It must be admitted that the clerk's work is done in place. The company fired him only because of poor management efficiency. The company must dismiss some employees, which can only alleviate the company's economic pressure. You must make it clear to the clerk that it is not his fault, but the company's fault, so that the dismissed clerk may feel better. In addition, you should actively persuade the clerk to continue looking for a job and tell him that the company will definitely provide help in finding a job in the future, which can alleviate your guilt.

In short, employees in the workplace, as department heads or human resources workers, have no choice when the boss asks to fire someone. In most cases, they can only carry out the boss's decision, and even if the employee has done nothing wrong, they can only fire the employee against his will. In this case, what you can do is to give the employee a notice of dismissal, go through the resignation procedures, and comfort the dismissed employee with pale words. However, people with conscience hope that the dismissed employees will work hard to defend their rights, so as to teach those bosses and companies that don't obey the law.

After reading more than a dozen answers, they are not constructive or help you solve the problem. Landlord, I have encountered the same situation. The company is losing money, so it is necessary to increase revenue and reduce expenditure. At that time, it was necessary to streamline its staff. I have two employees, both of whom are in operation. Their wages are low and their benefits are not good. On the one hand, I invited them to dinner and told them about the company directly, on the other hand, I established relationships with friends and helped them find a good way out. On the contrary, I'm a little unlucky. I followed my former company until it closed down, and now I'm setting up a stall outside. Although they didn't look for me again, I was relieved to know their situation, at least my conscience wouldn't condemn me.

The boss asked you to fire a dedicated employee who didn't make a mistake, and you didn't want to compensate him. What should you do?

I suggest you talk to the employee first and tell him directly that the unit will dismiss him without compensation. The employee will definitely jump up and show his labor law reasoning. You'd better use words to stimulate employees to threaten the labor arbitration office to sue the enterprise. In this way, your first stage goal has been achieved.

Then you go to the general manager and tell him that the employees don't agree to resign. If you want to dismiss him, you also need to explain the reasons. It is also proposed that the dismissal of employees should comply with the provisions of the Labor Contract Law, and the unit must pay the dismissal compensation, otherwise it will sue the unit.

Next, it's your turn to play. Tell the general manager that the employee is an honest and good employee and does not slack off in his work. There must be a reason to fire him. Just driving people away. Rabbits bite when they are in a hurry. We just work to make a living. There is no need to do such illegal things, and our reputation is not good. Let's deal with this matter according to the formal procedure. And said to the general manager, I really have no ability to fire this employee, or the general manager himself is better.

So I left the pot to the general manager and let him talk to the employees himself. You don't have to be that heartless person.

Finally, a word of advice, such enterprises should not stay long, and quickly find the next one!

At that time, a company in northern Jiangsu focused on Shanghai. So all the employees of the original company who were willing to work in Shanghai went to Shanghai. If you don't want to, find an excuse to quit. One of the drivers, who worked in the former company for 12 years, was verbally dismissed. He said confidently: "What you said can't represent the company; If you let me go, either pay me the money or give me a written notice of dismissal. "

When the boss learned about the situation, he asked me to go back from Shanghai to deal with it. How to deal with it? I had in-depth communication with my boss, and he knew that he would definitely need double compensation. The reason why the boss asked me to go back and deal with it is to communicate with the driver again, ask him to resign and pay him 13 months' salary, so that the matter is over. If the driver doesn't agree, implement the second scheme and give a written work order with his seal. "Due to the needs of the company's development, Comrade xxx is now transferred to the Shanghai company to drive. If you can't go for family reasons, you will be deemed to have left your job automatically, and your salary will be stopped after one month. 20 13 April 15 ".

I drafted a job transfer form, and the boss read it and agreed. So I went back to deal with it. I know drivers won't drive in Shanghai company because they have to take care of their grandchildren in their hometown. For the boss, the driver was transferred to work in Shanghai and the ball was given to the driver; For the driver, "stop paying wages after one month" is equivalent to informing him one month in advance that he will be dismissed. He took this so-called transfer order to arbitrate or sue, which is direct evidence. It can be said that the interests of both sides are taken into account.

After meeting the driver, he asked me a lot of questions. I told him directly the real situation of the company's operation and how to deal with this situation according to the labor law. However, I add that the boss knows you very well. Even if you win the arbitration, he will make the lawyer refuse to accept the appeal. In the end, you won the appeal, and he told the lawyer not to cooperate with you. It will take about two years to get the money. If you are willing to give me a step, tell me tomorrow; If you still insist on 24 months' compensation, then you are ready to go to court.

The next day, the driver and I sincerely said that on the basis of the compensation of 13 months, a symbolic addition of two months, that is, * * * compensation of 15 months, was enough. I convinced my boss that the Shanghai company is still in its infancy and should concentrate on its development. Finally, the matter was solved satisfactorily in the form of the driver's resignation and the company's compensation 15 months' salary.

After you tell the clerk all the blame, you can arrange the clerk to "scold" you for not knowing the law and making trouble without reason in the office. Then "complain" directly to the general manager: "The department manager wants to fire me, and what he said is invalid, because what can represent the company is either the official seal or the signature of the legal representative. Therefore, the notice of dismissal given to me, without the seal of the company and the signature of the legal person, is in vain. "

After this move, the expelled ball was kicked to the general manager, who was told that it was invalid to let the clerk go without written notice to the general manager. Next, you and the general manager discussed how to write the "notice of dismissal". Just do as I say, taking into account the interests of both sides, and the core is to reflect the real mallet of resigning clerks.

If the general manager disagrees with the official seal, it means that he knows double indemnity. Let the clerk go to work as usual. Even if the general manager tells you not to arrange work, the clerk will punch in on time and then sit in the office. At the same time, you should lobby the general manager to deal with this matter as soon as possible at an appropriate time, so as not to affect the overall development situation because of an employee …

It is normal to change the general manager, optimize the team and lay off employees, but we must also act according to law. It can be seen that this general manager is not a real professional broker.

Usually, when the general manager takes office, what he wants is performance. Each department will be asked to set a monthly performance target, what conditions are needed, and do everything possible to meet the conditions of the department under the condition that the input-output ratio is reasonable. Performance has come up, regardless of a person's salary; On the contrary, the requirements of the department have been met, but the performance has not reached the standard. Then he didn't ask you to fire the clerk, but you were worried about whether your position was suitable or not.

Following a general manager who deliberately violates the labor law usually doesn't end well. So, today is your tomorrow. If the general manager can't significantly improve the company's performance within three months, the clerk's today is also his own day after tomorrow! No boss in the world is willing to spend a lot of money to hire a "water army" …

Run away Take the account away and don't give her anything to do. Then she will consider whether to leave. I was excluded. That man jumped in front of me many times. It was dark and I couldn't see her eyes. She ran and turned off the light, saying it was a waste of electricity. For the new employee, give him the key of the company, not me. Let him learn from what I did and say that he learned to give him a raise. On my side, no matter what I do, he says I'm not doing well and I'm very picky. She took my job and did it herself. Let me sit there all day, I don't know what to do. Then I resigned myself and left. After he left, he said that I didn't have a normal handover and wouldn't pay me. It took me two or three months to come back. I still need two thousand dollars. She only works for the boss. But the way she treated me was really vicious. I hope that one day, the same thing will happen to her. It is not terrible that the boss is bad. After all, his goal is to make money. Those who do whatever it takes for the boss, even the means of doing things are more harsh and naked than the boss, are really speechless.

Thank you for your answers! Thank you very much This story is true. Try to handle it properly today.

Before giving me instructions, the general manager first discussed the solution with the human resources and then informed me to implement it, which was obviously a slap in the face. Their solution is: transfer to PMC for orders, with the basic salary unchanged, 3500. If the customer service doesn't accept it, it will leave automatically, not the company's dismissal, and no compensation will be given.

This morning, HR directly asked me to inform the customer service to implement it immediately. I had a private chat with the customer service. The customer service attitude was very resistant and I cried on the spot. I stood on the customer service side and sent her a recording and a screenshot of WeChat. Support customer service to abide by labor law.

I don't want them to make trouble in 1 this afternoon. I decided to talk to the general manager and HR. At first, they were heartless and refused to pay compensation. Later, they played the emotional card, because the customer service and the boss are local enterprises in the same village, so try not to make too much noise, so as not to affect future recruitment. Later, they thought it was ok and got compensation of 1.5 months.

After that, I can't do immoral things. Enterprises that don't treat their employees well have no reason to follow suit. All these people in the department have ideas, and I'm going to leave. The loss is not the fault of the employees or me. There is something wrong with the company's strategy and investment, and it refuses to invest. I just want to come back. If I can solve it, I will be developed.

This kind of leadership is too insidious. Not worth following.

Looking through the dictionary, I can't describe your general manager's moral poverty.

As an enterprise, it has corporate social responsibility to treat its employees. If you want to fire someone without making mistakes, it is equivalent to layoffs in disguise. If others are incompetent, what is the reason for your general manager to be on probation? Because of the economic problems of the enterprise, if you want to fire someone, you have to give others some compensation. If this is opportunistic, then this kind of enterprise is not worth our efforts.

If you are really capable, you can easily find a job. Let's go together.

If you are really capable and the financial burden is not heavy, it is easy to find the next company after leaving this company. Then I personally suggest that you can discuss with another person and resign together without giving the general manager time to recruit people. Just submit a resignation report. Because of the urgency, according to the labor law, the company can deduct 20% of the salary at most, which is several hundred yuan. If you leave, you may find a better job.

Your colleagues work hard and work hard, and the general manager wants to be fired. After he left, it is estimated that you will be next. The same fate will happen to you when you just fire someone else. Instead of waiting to be fired, we might as well just resign.

If you can't find a job and do something against your will, you need to consider several outcomes.

If you can't find a job, you can only follow the instructions of the general manager. Moreover, in many small and medium-sized enterprises, managers often do things that violate morality and conscience, such as resigning and withholding money. Yesterday, our company was sued to the Labor Bureau. Because an employee left his job and deducted 50% of others' wages, the leaders also worked for money, conscience and morality.

If you really want to do it, the best way is to get together and leave.

If you really want to do it, personally, the best way is to invite a colleague to dinner after work, and then tell him what the general manager means and his own difficulties and unwillingness before the conference table, analyze the interests, and what benefits may be gained if you go on, because the company will not write a few points of commission in the contract, and then there will be 30 left. Be sincere with your colleagues. After analysis, I believe that nine times out of ten colleagues will resign by themselves, but the salary must not be deducted from others, because if you don't resign, it will take a lot of energy to wait for the company to be fired and defend your rights at the labor bureau. If others don't agree to resign, you can check the routine online yourself. I can't do such a thing.

To sum up, being kind to your employees is the way of enterprise development. If you want to deduct a little from employees blindly, this kind of enterprise will never be able to do it, because when dealing with these things, the general manager has completely pushed his morality and credit to the wall.

The leader wants you to do things that violate the law and morality. As a subordinate, you have to carry them out. If it were me, I would kill two birds with one stone.

How to have the best of both worlds

Call the customer service after work in the evening and tell him clearly that the leader wants to fire him and is unwilling to pay compensation.

Then let him keep quiet and collect evidence silently.

Next, let him play with you, pretend to be a bad guy and fire him. He argued and finally filed a labor arbitration.

Then report to the general manager, while pretending to scold the employee, saying that he is too unappreciative, while saying that if this continues, the company will be punished by the labor department in the future, and internal compensation will digest this matter.

On the surface, this employee has a firm attitude. You strictly carry out the orders of the general manager, but it's not your fault that the other party is too smart and difficult.

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Be flexible. When you have a hard time, you can reach an agreement privately and then cooperate with your acting skills.

Sometimes, it's not that there is no way to kill two birds with one stone, but you don't think it over.

First of all, at present, many enterprises' evaluation of the golden mean is included in the last elimination, special basic posts and low value-added departments. Secondly, general managers usually don't do illegal things easily. Excessive practice may be insinuating all employees in the department, and your practice may determine your future results. Finally, the workplace, like a battlefield, should not only better reflect its own value, but also deal with problems according to the trend, which must be experienced in growth.

Let me talk about my experience. At the middle level of a secondary company of a central enterprise, a colleague in the same department became the general manager because of one sentence. The quantity is small, and he asked me to force him to resign.

As a subordinate, I know that the general manager is unreasonable, but I still have to carry it out. So I invited him to dinner, made it clear that the general manager wanted me to convey this message, and also provided some rights protection suggestions. My colleague is in a particularly bad mood, but he knows that the essence of the problem is that the leader is targeting him. It is understandable that I can have such an open communication. I know the hidden rules of the workplace in my heart, and I said a sentence when I broke up. I told you to resign today, and I will probably be told to resign tomorrow. Later, I became a word. ...

What happened later was a bit unexpected. The general manager may know about my dinner with that colleague. As a leader, eyes are normal. Sure enough, less than a month later, my colleague told me by phone that he had decided to resign, and it was meaningless to spend it. Of course, the general manager didn't ask me to carry this knife. The direct dialogue is with the human resources department. Maybe he knew something, so the department head had to participate in the conversation as usual.

When I met my colleague afterwards, he said that the new HR director was disgusting and threatened that if he didn't accept his resignation, the company would treat him as absenteeism!

A month later, the company structure was adjusted and I was dismissed. Three subordinates became my leaders. Three months later, I was swept out of the house and became an ordinary employee. So I spent a year and a half defending rights, labor arbitration, first instance and second instance, until I got compensation. I have never regretted all kinds of twists and turns.

Telling this story is not to teach you and your leader to be cool-headed, but to say that the workplace is full of pits and it is easy to become a delicate egoist, but try not to do anything against your conscience and raise your gun. You should have heard of this, right?

Of course, my former colleagues and I have become real friends now. Maybe this is also a harvest!