Previous EE now Temp ???????
Arynne
8 Posts
I need advise on the legal issue with bringing ee's that have been fired for policy infractions back to work through temp agencies.
I have advised against such a practice but I was looking to see if anyone else has had to deal with this type of situation?
I have advised against such a practice but I was looking to see if anyone else has had to deal with this type of situation?
Comments
Thanks
I don't believe we would ever bring in an employee who would have been terminated for any reason other than attendance.
I would avoid it if I could. In this situation, all you can do is warn and document that you tried.
Good luck!
Nae
Back to this ee... We fired him for failure to provide documentation after being gone on FMLA leave. He was out for 15 weeks before we finally got tired of asking and hearing bad excuses so we let him go. Then he filed a VEC complaint trying to claim wrongful termination. It was denied. His time to file an appeal hasn’t even expired and he is now back as a temp.
I feel like we are telling everyone in the building it doesn't mater if you follow the rules because we will still let you get paid, somehow. We are now paying $10.75/hr for him through a temp agency and his ROP was only 8.00 plus he is working OT cost us almost 17.00/hr.
This is not even to get into the reports of this same person coming in intoxicated and never being documented, tested, FIRED. He also assaulted a manager and it was never recorded, again way before I got here. Now the rationale is, that's only hear say, of course because no one was documenting any ee infractions.
And yes before you ask they had an HR consultant at the time who was obviously giving them sound advise.
Sorry so long but this week has been rough and at least those of you out in cyber space understand my frustration.
Thanks a bunch!