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Firing-Discipline Interview

 

 

  1. Have you ever had to fire an employee? (Kate)

Yes, I have, multiple times.

 

  1. What is the warning process you go through before terminating an employee? (Kate)

Verbal waring, a performance review, a written warning and then a termination.

  1. What are some examples of situations that have warranted disciplining an employee? (Kate)

Consistently being late for work, leaving the jobsite before they were supposed to. Stealing supplies/equipment.

  1. What are some examples of reasons why you most commonly fire people? (Megan) 

Pretty much the same as I just said, haha. And also lack of performance is a big one.

  1. How many chances do you give your employees to fix behaviors before terminating them? (Megan) 

Well because this is a privately owned business, I can be a little more lenient which is nice because it sucks to fire people. I don’t have a set number of chances; it is usually a case by case type of a situation.

  1. Does your company offer any kind of severance for employees terminated? (Megan) 

No. I mean they can try and get unemployment but the state investigates all that kind of stuff.

  1. How do you determine if you will discipline someone versus actually firing them? (Madeline)

These questions are kind of the same, aren’t they? Haha. Again, that is a case by case ordeal, it really all just depends on many factors.

  1. Who else is involved in the firing process besides yourself? (Madeline)

Just me myself and I. That is the beauty of owning your own company.

  1. How do employees take it when you end up firing them? (Madeline)

I think they usually know it is coming because they have screwed up enough to know.

  1. Have you ever had to get security involved after letting an employee know they are terminated? (Jaimie)

Haha, nope! I am security. I guess.

  1. Have you ever had a former employee ask you for a reference letter or to put you down as a contact after you fired them? (Jaimie)

No, I have not.

  1. Have you ever hired someone that has been fired from another facility or job? (Jaimie)

If anyone is willing to try roofing, I will usually just give them an opportunity. It is not an easy job so I don’t worry too much about their past. And that has seemingly worked for me so I will keep doing it. It really takes a special breed to do roofing day in and day out.

  1. Does disciplinary action with employees ever get easier with practice? (Madi)

Not really, I hate it. But you do get more familiar with it and it is just part of owning a business. I have to look out for my businesses best interest at the end of the day.

  1. Is it easier to go through disciplinary action with an employee or to fire them and hire a new employee you hope will not have issues with disciplinary action? (Madi) 

It is easier to do disciplinary action for sure, its easier to let them know what they need to fix and the reality is, they know they need to improve.

  1. Do you feel like disciplinary action can actually help you have a better relationship with your employees? (Madi)

It can if it is brought up to the employee in the right way. There are a lot of sides to every story and sometimes you just need to see the other side.

 

 

I interviewed J. Peterson, Peterson Roofing LLC.

I really liked this interview because I know how hard this guy has worked to get to the point he is at today that being the owner of a very successful business. I learned that even the nice guys have to enforce disciplinary action or they have no place in being a business owner. You can’t take some things personally, especially when it was your employee’s faults that led to you implementing the disciplinary actions.

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