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Above and Beyond

sssteelsssteel 21 Posts
in HR & Employment Law Vote Up0Vote Down
Our owner would like to recognize employees that go above and beyond their normal duties by listing their names in our company newsletter, which runs bi-weekly. We think it is a good idea to recognize people, but we are worried that if someone gets recognized as going above and beyond, and then does something to get fired, that they will be able to use the newsletter against use if they ever tired to sue for wrongful termination. We know the positives to doing this but can anyone help us to see the negatives that we may be missing, from a legal stand point?

Also if anyone runs a program like this can you please let us know how you run it and how well it is working for you?
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  • 5 Comments sorted by Votes Date Added
  • Dutch2Dutch2 1,590 Posts
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    We sort-of had the same thing a few years back. Our employees nominate an employee of the month. One month several people recommended a very likeable and friendly employee for this position. However, they were a very poor worker. At that time we set up an additional step that our Sr. Management team had veto power over all nominations. Hardly ever is this used but it is good to have has a backup.
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  • Paul in Cannon BeachPaul in Cannon Beach 4,703 Posts
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    We do "kudos" at our staff monthly staff meeting. Supervisors or staff who feel that a coworker has gone above and beyond stand up give a short summary of what the employee did. We give them a "kudo" bar.

    Its kind of fun to throw them across the room. The kudo bars, not the staff.

    Its a way to recognize individuals who go the extra mile without "memorializing" them for all time and creating a sense of "immunity" from termination.
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  • Susan in LaSusan in La 107 Posts
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    I don't think recognizing someone as an outstanding employee prevents you from disciplining up to termination for actions that come later. We have an employee working here that was employee of the year two years ago. Now we have substantiated allegations of physical abuse of people with disabilities. We are in the process of dismissing this person, and I don't think the fact that they were recongized two years ago stops us from taking action for things that happened after that. Just my two cents.

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  • Paul in Cannon BeachPaul in Cannon Beach 4,703 Posts
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    I don't either but in the mind of the employee it can create a situation where a termination feels unjust because they were "employee of the month" six months ago.

    If you don't have proper and sufficient documentation of an employee's performance, that "employee of the month" award could be problematic, especially if its the only thing in their file besides your termination letter.

    What's awkward is when you fire someone who is on your brochures...
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  • sssteelsssteel 21 Posts
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    thanks for all the great advice and I will do my best to keep the problematic employees out of the brochures! Thanks everyone
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