Advice on what to do with quitting Employee - Calgarypuck Forums - The Unofficial Calgary Flames Fan Community

Flashpoint · 12-14-2006, 02:44 PM

I work at a small company, and have a small staff of temporary employees.

One of my employees told me this morning that he is quitting, and tomorrow is his last day. There is no issue regarding 2 week notice or anything, it is totally fine that he is quitting. The job is only an 8 dollars an hour gig, and staff frequently comes and goes.

The problem is that we are handing out Christmas bonus cheques tomorrow. They will be several hundred dollars each. Obviously he doesn't know this.

Should he recieve a Christmas bonus cheque on his last day of work?

As a manager, I am torn, as why should the company invest several hundred bucks in someone who will no longer be with us? On the other hand, he has done a good job, and will be working on the day the bonuses are handed out. Is he entitled to it on past perfomance?

We are a small company, and the sum for us is not insubstantial. There have been times we have been unable to afford spending a few hundred dollars on equipment we need.

Shawnski · 12-14-2006, 02:53 PM

If the employee has done a good job, recognize it. Give him a partial bonus (one quarter?) and thank him for helping out.

Rhettzky · 12-14-2006, 03:10 PM

I'd give him the bonus. It's an end of the year bonus and if he worked there all year I'd say he deserves it. Completely a judgement call though.

Resolute 14 · 12-14-2006, 03:15 PM

I'd give him the bonus if he has been around for a while, and has done a good job.

If it has only been a couple months, maybe less than a full bonus.

habernac · 12-14-2006, 03:15 PM

he's been there and done the work, I'd say he's earned the full bonus.

I-Hate-Hulse · 12-14-2006, 03:18 PM

If they were a good employee, then give at least part of it out, if not all of it. Who knows, maybe the come back or refer you a good candidate in the future. It's a small town here really.

CrusaderPi · 12-14-2006, 03:18 PM

Screw him. Anything extra you give to him now is just throwing money away. Send him home at noon, and give out the bonuses out once he's gone.

GoinAllTheWay · 12-14-2006, 03:18 PM

Ya, that's a toughie for sure. How long has he worked for you? Is he leaving permanently?

OilersBaby · 12-14-2006, 03:24 PM

Echoing what others have stated, I think it depends on length of time worked. I would pro-rate it based on length of time. If he has worked a long time and has performed well, than he deserves the bonus....especially because word of mouth spreads and if he feels like he got shafted, he might say bad things about your company and seeing that you are a smaller organization, you don't want that negative reputation. If he has performed well and worked there for a decent length of time, he doesnt deserve to be shafted.

What was his reason for quitting? That might matter too. If it was because this job didnt pay enough, and he was a good worker, than by all means, give him the bonus..it would brighten up his holiday season.

Let us know what ended up happening..

Ace · 12-14-2006, 03:26 PM

I know you said the two weeks was not an issue, however since he didn't give the minimum required notice i'd say he is leaving on bad terms, and left you out to dry. No cheque for him. Had he given 1-2 weeks i agree with the partial bonus.

Temporary_User · 12-14-2006, 03:28 PM

Tough one. I understand that your company doesnt have the funds to afford to give one.
Although what if Yesterday was his last day and a new guy started today, would you give a bonus to the new guy?
I think that's how you have to look @ it, is the bonus for the previous year or for the upcoming year.

Another option would be to tell him that it is kinda slow around here today and send him home early. like CrusaderPi said. I think that could be a good idea.

What about delaying giving out the checks a few days?
Can you hand them out on Monday?

Slava · 12-14-2006, 03:30 PM

Quote:

Originally Posted by CrusaderPi

Screw him. Anything extra you give to him now is just throwing money away. Send him home at noon, and give out the bonuses out once he's gone.

Even though I think I'm pretty compassionate, this is probably the smarter economical thing to do. Yeah, its Christmas but he didn't care enough to give you two weeks, so he shouldn't expect a bonus either.

Table 5 · 12-14-2006, 03:30 PM

Tell him that the bonus has been donated in his name to the Human Fund.

TheyCallMeBruce · 12-14-2006, 03:35 PM

Quote:

Originally Posted by Table 5

Tell him that the bonus has been donated in his name to the Human Fund.

or better yet, to MADD.

JiriHrdina · 12-14-2006, 03:36 PM

I'm a pretty generous guy when it comes to how to treat employees but a big reason for bonuses is to build good will with your team.

Simply put - what does the company get out of giving him that money?

SpitFire40 · 12-14-2006, 03:36 PM

I wouldn't give him the bonus... you give your employee's a bonus to up their morale for the future for their company loyalty.

As much as a bonus is great for the employee, you also do it for the good of the company, and since this guy isn't going to be there? What's the point?

Unless you are extremely generous, there's no reason to give him the bonus.

As a small company, i'd say a big No to giving him this bonus. Bigger company is a different story. Like Jiri said, what does your company gain from giving him the bonus? Absolutely nothing.

Table 5 · 12-14-2006, 03:39 PM

If you have trouble buying equipment because of a lack of money, this really isnt a time to be overtly generous. Bottom line is, you run a business. Spend it on the people who will make your business succeed.

jamesteterenko · 12-14-2006, 03:46 PM

If he left on good terms and deserved to get the bonus, I'd say give it to him. This will likely go a long way to show that you are a good employer for those that stick around or are considering joining or returning.

James.

Burninator · 12-14-2006, 03:51 PM

Tough call. I think bonuses are for past work and future work. Since he is not involved in future work and did not give two weeks notice. I would say he is entitled to at most 1/4 of the bonus. If you don't give any of the bonus that would be expectable in my mind.

You could give what is left over to CP!

CaptainCrunch · 12-14-2006, 04:01 PM

There's two views that you look at.

1) Bonuses like this are usually for prior work done, or based around company profitability for the prior year. If he's done a good job then he's earned the bonus. Its easy to say screw him, but its equally as important for a company to let an employee go on good terms as it is for a staffer to leave on good terms. If he didn't or couldn't give you notice and you agreed that he could leave early then he's not leaving on bad terms, he's negotiated a mutual termination. By giving him his bonus, your fostering possible future good will to a possible customer, corporate refererance, or a returning employee. It also might be good for your overall retention strategy in this case as it will foster good will among your remaining staff.

2) If you have it in his employee contract that he needs to be employed at a certain date to receive the bonus and he hasn't met that date then your not obligated to give him that bonus. If you don't have it in there, then there's a chance he could challenge you on it legally, so my free advice is to add that clause to any future employment contracts. He could also challenge you if you give him a partial bonus, if this is a bonus based around either an earlier promise, or around work done and completed, company profitability, etc.

3) In an employment market like Calgary has right now, where its tough to maintain and hire new staff even ex-employee's if they're not disgruntled can be a valuable recruiting tool that can be taken advantage of. If you decide to give him the bonus, make sure that you do a complete exit interview, and ask him if he knows somebody thats looking for work (if your looking for a replacement)

If you have any questions, you can feel free to PM me.