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3 reasons for immediate dismissal
Getting terminated suddenly is nerve-wracking and shocking and can leave you feeling stressed about where you'll go next. Here are 3 common reasons for immediate dismissal — so you can avoid them and retain your role!
1. Lying.
Whether it's on your resume or in a project update, lying is never tolerated in the workplace — even if you're flubbing the numbers a bit, small lies can hurt you in big ways in the long run.
2. Releasing private information.
While this may seem obvious, I've seen many employees get busted for sharing information — even in an off-hand message to a friend or a quick email. It's better to keep it to yourself.
3. Disrespecting your colleagues.
Work relationships don't need to be strictly business, but be especially careful of how you speak to and treat your colleagues — as you would anyone else in your life! Anything you say (even in a Slack message) should be said with the utmost respect.
What are other reasons for instant termination? Do you think all of these are fair reasons to fire someone?
Jacqueline Biollo, MBACommunity Leader | Social Advocate | Strategist
55
10/05/20 at 9:44PM UTC
This is an unfortunate reality that many encounter. As the CEO of an organization, I am working with and arms-length committee to ensure my judgement isn't clouded and that facts are secured as evidence before any personnel changes, including discipline or dismissal occur. Documentation along the life-cycle of any employer/employee relationship will benefit you in the end. Plan accordingly, be consistent, and ensure employees are trained and understanding of their roles and expectations.
User deleted comment on 10/04/20 at 10:11PM UTC
Teri GibsonI put the Human in Human Resources
191
10/04/20 at 3:36PM UTC
While there are some reasons for immediate termination, usually following a corrective action process is best. Immediate termination for the reasons mentioned requires an investigation to prove these actions. Sharing private information is very serious, especially in health care, yet it is still important to find out what happened. Even if the employee is fired, an investigation is still required. You have to need to have your back-up on findings and actions; i.e. sharing of personal information, you need to show how you are going to remediate the situation and notify those whose information is compromised.
Overall, it is important to train and coach employees from the moment of hire. Be clear with expectations and consequences for violations. A firing should not be a surprise. If employees are coached, provided corrective action, etc. then the employee fired themselves.
Note: This information will also help you when you hear from an attorney representing the terminated employee.
[email protected]#girlboss #newlymintedceo
410
10/03/20 at 5:01PM UTC
I am a strong believer in coaching and forgiving mistakes. If the expectations aren’t clear, it’s not the employees fault. I’ve been a manager for 20+ years, and can only think of a couple experiences where immediate dismissal is appropriate. 1. Illegal activity in the workplace. Once worked with an attorney who was selling company equipment out of the back of his car. 2. Viewing or sharing pornography. I once caught a different attorney viewing porn in his office. I went in to ask about a document and he pointed to one screen where the document was displayed. I peered around at the screen, glanced at the other monitor and the rest is history. 3. Unwanted physical touch. Both instances I can recall involve angry, frustrated women. One shook another employee and yelled at her, the other stormed into an exec’s office shouting, swearing and throwing objects off the desk. I won’t tolerate discrimination in the workplace, and I am willing to coach through this one time—recognizing that unconscious bias is real and people don’t always see their blind spots. If they can’t accept that they need to be better—that’s a deal killer. I have had both experiences in my career—one learned and one didn’t.
Trina SchneiderI help forge new markets and build brands
365
10/02/20 at 7:30PM UTC
I had a situation where the employee thought that what they had done was immediate grounds for dismissal, and just ghosted the company, HR, and me. After 10 years, this person walked away without health insurance, a job, and left their colleagues thinking that we fired them. They likely would have been put on probation, and we would have worked with them. However they did not give up the opportunity to work with them. Solid employee up until that point. It still haunts me.
Reason for immediate termination is hostile insider (giving away trade mark information), violation of code of conduct.
Anonymous
10/05/20 at 1:25PM UTC (Edited)
They probably thought they were going to be put on a PIP and decided to leave rather than be put through that grueling experience.
User deleted comment on 10/03/20 at 5:16PM UTC
Keila AlvaradoWriter/Associate Producer/E.A.
211
10/02/20 at 5:28AM UTC
Well other reasons for termination could be 4) caught for doing illegal activity while on the job and 5) proof of stealing. But honestly over the years the first three points have not been universal reasons for termination and workers have been given second chances or no consequences for those actions.
Karisa KarmaliFounder of Self-Love and Fitness
2.13k
09/29/20 at 9:58PM UTC
Depends on severity and most termination processes are gradual...
Chrissy C.Talent Engager and Connector
78
09/29/20 at 9:15PM UTC
Every company is different in terms of what is considered as immediate grounds for termination, or what are "infractions" that can put a person on probation, but if repeated, can be terminated. In my last company, grounds for immediate termination were based upon some of the core values. So if honesty and integrity was a pillar of that company, then stealing from the company would be grounds for immediate release. I believe however that is defined by the company, it has to be consistently executed and no favoritism or setting a different/new precedent if in the past that wasn't the case (e.g. poor performer vs. top performer engaging in things considered to be grounds for termination; one gets fired and the other is put on probation).
Anonymous
09/29/20 at 2:56AM UTC
I would like those to be true. A company needs to consider the circumstances of a person's transgression (e.g. rookie mistake, highly toxic culture) relative to severity. I know you're premise is healthier companies. Unfortunately in my company Lying and Disrespect are highly *promoted* on the tech side. So perhaps those are reasons for dismissal for marginalized folks, but rewarded in toxic workplaces.
ClaudiaCurrent events call for adapting new solutions.
667
09/28/20 at 9:39PM UTC
I am a bit more lenient, IF and only IF these are first-time and not repeat actions. If this is a pattern for this individual, than I agree with your assessment wholeheartedly. If they have been otherwise stellar? I would be more lenient in terms of training, coaching, mentoring, and various warnings/discussions of behavior.
1. Lying is not always done with intent to harm, especially if it comes to data and numbers being stretched or flubbed, and they miscalculated or were unclear on the information provided. If it's done maliciously, on purpose, or repeatedly (after coaching/communication that it is not acceptable) then yes, absolutely dismiss. But an employee should have asked for help and didn't, and got it wrong? I can't see firing them for an initial error.
2. Unfortunately, yes, if the information is legally classified as private information (birth dates, social security, etc.). Otherwise, there is the potential that security training can improve this employee if they have otherwise had a stellar record.
3. I would not fire someone for this unless it escalated to an extreme. And, as a manager, it's my job to make sure it doesn't get there. A moment of disrespect is a learning opportunity, and a chance to apologize and train staff to cooperate despite the difference. You don't have to like each other to work together. If it escalates, or continues after being told it is not acceptable, then further action must be taken.
Instant firing for me (in govt. work) is primarily the intentional (and especially repeated) theft of currency (cash, debit, credit, etc.) - any amount. There's no training here, once caught. Typically it takes a pattern of abuse before it's recognized, so there's very little doubt what they have been doing wrong.
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