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Originally Posted by Flashpoint
Thanks for the replies. I appreciate them. A few more details:
He was hired in September with the expectation he would be employed until at least December. Our project got extended until the middle of next year, and I told him as much in early November.
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He was hired in Sept so he was not obligated to give notice anyways, your project got extended, and even though you told him, he might have had other obligations. So based on what you've told me, I think he's entitled to the bonus, though you might want to check with labour standards on that.
Quote:
Originally Posted by Flashpoint
He was a good employee, but a little high maintenence. He was late a few times, had to leave early a few times, whereas the rest of my guys had no such issues. While here, he preformed well. I had no major issues with him, and tried to be as flexible as possible. I have always believed a good employee is a happy employee and vice versa.
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if he hit his metric's and you had no problem with his overall performance, then he's basically earned his bonus at this point. I would just pay it out and be done with it.
Quote:
Originally Posted by Flashpoint
If he left angry it would make little to no difference. He could badmouth me, the job, and the company, and I would still have applicants beating down my door. I have way more people wanting the job than I have spots to fill.
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Thats a nice problem to have right now. One of my clients that I'm trying to fix, dropped into a 60% turnover last year, and is getting a handful of resume's compared to what they usually received.