He has these scattered around the office:
https://www.adorama.com/kjbc1250c.html? ... l-umbase-p
ManVsTax wrote:He has these scattered around the office:
https://www.adorama.com/kjbc1250c.html? ... l-umbase-p
CathysTaxes wrote:It doesn't sound to me like wrongful termination.
missingdonut wrote:CathysTaxes wrote:It doesn't sound to me like wrongful termination.
That's because it's not. You can fire someone without cause in most states, so long as it's not a protected class, and so long as you don't have a specified employment contract.
In general if you treat people right when they work for you, even if you have to let them go they will respond in kind. An attorney may recommend that you provide a small severance (and of course that severance includes an agreement to not sue) and generally if you let the employee know that you won't challenge their unemployment that tends to calm the situation before they lawyer up.
novacpa wrote:In the jurisdictions of DC 80% in Maryland 40% in Virginia 5%.
The first thing your client gets is a Complaint that must be answered in 30-days. Take it to
an Employment Attorney $10,000 to start. Answer the complaint and a set of interrogatories
a 1,000 sworn questions to be answered (under oath) and a demand for Production of Documents,
that's another $15,000. [b] POD includes your tax records. Opposing counsel follows by filing a Form 211
with the IRS Whistleblowers Office, stating "during the course of a lawsuit we discovered the following
tax fraud and want a 25% reward under IRC Sec 7623".[/b]
Next, depositions of your clients, and all employees who maybe witnesses to the employment abuse.
Next, a jury trial in downtown DC from a DC jury pool.
Next a verdict in favor of the aggrieved plaintiff.
Since its uninsured, your clients pays it all.
Next, you accompany your client to his 347-hearing in Bankruptcy Court.
My advice is to do your best to avoid all of that.
novacpa wrote:In the jurisdictions of DC 80% in Maryland 40% in Virginia 5%.
The first thing your client gets is a Complaint that must be answered in 30-days. Take it to
an Employment Attorney $10,000 to start. Answer the complaint and a set of interrogatories
a 1,000 sworn questions to be answered (under oath) and a demand for Production of Documents,
that's another $15,000. POD includes your tax records. Opposing counsel follows by filing a Form 211
with the IRS Whistleblowers Office, stating "during the course of a lawsuit we discovered the following
tax fraud and want a 25% reward under IRC Sec 7623".
Next, depositions of your clients, and all employees who maybe witnesses to the employment abuse.
Next, a jury trial in downtown DC from a DC jury pool.
Next a verdict in favor of the aggrieved plaintiff.
Since its uninsured, your clients pays it all.
Next, you accompany your client to his 347-hearing in Bankruptcy Court.
My advice is to do your best to avoid all of that.
ItDepends wrote:Yes the job is hard, but the 2 other admin employees do not make so many critical mistakes.
After several mistakes over the last 15 months and attempts at coaching the employee on these issues, the employee:
1) Sent a full set of payroll tax returns and UI docs (filled with salaries, W2s, SS#s, etc to the wrong client) via sharefile. Then didn't tell us. We discovered it later and cancelled the link, no thanks to her. Instead she kept it from us and we only saw it in the sent folder because she sent another email saying to disregard the first, and here are the correct docs.
We have coached her SEVERAL times to triple check all docs before sending them. And to have us check her drafts. And we said several times, "there is no pressure or hurry to send these things, go slow, ask us to check them first, there's no quota on your production, quality over quantity, sending the wrong docs to the wrong clients is the worst mistake you can make, etc".
2) She inattentively told a client the wrong day when scheduling them. I batch several appointments into small blocks of time so I can get things done at other times. Having 2 clients show up at once is VERY hard to deal with when there are several back to back appointments proceeding.
3) An hour later, she handed the wrong docs to a client picking up. For example, she gave John Smith's docs to Tom Smith (totally unrelated). Fortunately, my partner checked them and "grabbed" them out of Tom's hands. Could you imagine telling John Smith that we cant find his docs? Or the bad review and loss of confidence from Tom (if he bothered to look at them when he got home)?
There have been several patient attempts at coaching. So this was the last straw, and I wrote her a very blunt warning that says if she cant fix these issues and prevent these mistakes, that I would terminate her. I also gave her more patient and polite coaching in the letter and verbally as well. But the gist of the letter was very blunt. "We've told you several times, and you must fix it immediately or your employment is terminated."
I was very professional, but unfortunately now..... viola, she is crying - and I feel like a jerk.
ItDepends wrote:
But I'm not sure why I see the Devil when I look at my reflection in the CPU monitor.
SumwunLost wrote:ItDepends wrote:
But I'm not sure why I see the Devil when I look at my reflection in the CPU monitor.
I think that is an indication that you are, fundamentally, a decent person.
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