An employee submits their resignation and subsequently changes their mind. Do you legally have to accept their recinded resignation? In addition, if an employee submits his resignation with a two-week notice, and you tell him he can leave immediately, does the separation remain a voluntary quit? Let me hear from you!
It’s not hard to understand why the automobile industry attempts to motivate their respective sales staff by dangling carrots if front of their faces. The problem is that sometimes, even though the employees may agree, the plan itself may violate state guidelines.
Let me throw a scenario out there for discussion. If a bonus that promises a salesperson will receive $1,000 if he/she sells 10 vehicles in a month, and the salesperson sells 8, is there a bonus owed?
Let me hear from you!
Generally speaking, employees are always going to feel that the manager, or supervisor, is not being fair when he/she is given a written warning. To ensure a fair process consider these five questions prior to administering disciplinary warnings:
1. Does the punishement fit the crime?
2. Are you being consistent?
3. Have you properly investigated the facts?
4. Have you been prompt with handing out the disciplinary action?
5. Has the discipline been confidential?
Discipline is never easy but it is the key to fending off wrongful termination lawsuits.
Any testimonials out there?? Let’s hear about them!
I am throwing this topic out there for discussion. Is it really so difficult to manager employees? What do you find is the hardest part of the interaction between you and your staff? Attendance, attitudes, maintaining consistency with personnel policies, practices and procedures? Let’s hear from you!
A recent case was decided in favor of a former dealership employee who allegedly claimed he was retaliated against for objecting to sales personnel quoting inflated monthly payment amounts in order to hide the true cost of aftermarket products. Is this a common practice by sales personnel to get the deal done? Or is it an outdated practice that rears its ugly head every now and then?? What’s your opinion??
Stay focused! Make sure techs, parts drivers, and parts counter people are aware that they are entitled to take their breaks. No excuses guys! Post signs up and have policies in both english and spanish. For the drivers develop a simple form that they sign, and understand, that it is their responsibility to take their breaks, and lunches, when they are out and about on their deliveries.
As if employers didn’t have enough to worry about!! There is a recent case about an employee who felt ill at work because the employer had sprayed the environment for bugs the day before. The employee asked for permission to leave early and on the way home she rear-ended another vehicle. She told the police that she had felt lightheaded before the accident. The person she hit sued the company for her injuries! Heck, that driver went to the deepest pocket. Another aspect of this case is the fact that the employee could argue that she had a “work related injury” because the fumes caused her to be ill. What’s the end result? Pay attention to any illness or injury complaints that might be related to work.