Inaccurate communication with important clients, scandals with colleagues and simply rudeness in response to fair remarks - does the manager have the right to fire an employee on this basis? There is no corresponding article in the Labor Code. However, a rude employee clearly violates labor discipline, which fully falls under one of the articles of this document. So that the dismissal is not challenged in court, the entire procedure should be carried out correctly, filling out all the necessary documents.
Instructions
Step 1
If a case of rough treatment, obscene insults and other manifestations of boorish behavior is recorded for the first time, it is enough to give the guilty employee a strict oral suggestion. It is desirable that the observance of the norms of business ethics be recorded in the employment contract and certified by the employee's signature. If you have not entered into an employment contract with an employee, correct this omission immediately.
Step 2
Repeated rudeness requires more serious measures of influence. Try to get written confirmation of the misconduct. An entry made by a buyer or client in a complaint book, or a memo of a line manager is the basis for imposing a disciplinary sanction for violation of labor regulations (Article 81 of the Labor Code of the Russian Federation).
Step 3
Request an explanatory note from the guilty employee. If he refuses to write it, draw up an act of refusal and certify it with the signatures of two employees of the enterprise. On the basis of a written certificate certifying the misconduct, draw up a reprimand order and familiarize the guilty person with it under his signature.
Step 4
In the reprimand order, indicate how the employee's misbehavior has caused the company. Violation of work discipline, disruption of a meeting or training, loss of an important client or contract, damage to the company's image - all this can be the result of an employee's boorish behavior.
Step 5
Don't forget the statute of limitations. A penalty must be announced no later than one month after the discovery of the offense. If the employee is on vacation or sick leave, this period is extended, but not more than six months.
Step 6
If you are not satisfied with the behavior of an employee, and you are determined to fire him, carefully monitor his behavior. Control it with a line manager or partner. An employee with a disciplinary action is much more vulnerable. Now he can be fired even for a few delays - especially if you can prove that these misconduct affects the work process.
Step 7
Repeated rudeness is an even more serious offense. Finding it, give the employee another reprimand. Two or three relapses can be a good reason for dismissal due to repeated violations of labor discipline.
