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Daily Discussion Thread: Sat 15 Jul 2023 (aussie.zone)
submitted 3 years ago by [M] to c/melbourne@aussie.zone
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[–] 2 points 3 years ago (1 child)

So to clarify, I am the Store Manager and I report in to the director of the business who is the one asking me to do this. I absolutely agree regarding following the correct process. As I mentioned, the employee hasn't done anything to warrant instant dismissal but has probably behaved in the way that warrants a sit down and verbal warning. It's also behaviour that the owner has allowed to continue for 5 years without giving warnings verbal or otherwise, so the employee would absolutely be within his rights to go to fair work. I imagine the owner is getting me to do it so it's my ass that stomped and not hers.

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  • [–] 5 points 3 years ago (1 child)

    Yeah, I would just go back to the director with all all the fair work stuff and say ‘sorry not sorry I don’t want to be sued and I don’t think you do either’

    Give them this link: https://www.fairwork.gov.au/tools-and-resources/fact-sheets/minimum-workplace-entitlements/ending-employment If it’s a small business, there’s a seperate checklist that they can follow, but it’s all still essentially the same.

    Let them know that, if they have a series concern or issue about the employee, you can sit down with them and give them a warning and do a performance review, but even then, they have to be given a certain amount of time to work on the issue. Your hands are tied and there’s nothing that you, personally, are legally able to do

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  • [–] 3 points 3 years ago

    Thank you. I've emailed my boss and presented my objection in a way that is about protecting the business and suggested going 100% by the book. Hopefully they see reason. If they don't listen, i'm going down the i'll be liable route.

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