Ways to Protect Yourself from Employees Who Will Have to Be Fired Quickly
Posted: Tue Jan 21, 2025 9:13 am
The employer should initially take into account the psychological aspect of the future employee's attitude to some of the nuances of the job. For example, he will have to stay late on duty a couple of times a week. Agree with the person that as compensation he will be able to leave work 1-2 hours earlier when he needs to. Or in the case of sales: explain to the future manager that while he is a newbie, he will not be able to sell much, but gradually he should increase his turnover in order to bring more profit to the company. And if such conditions do not suit the employee initially, it is better to part ways peacefully right away.
Legal point: immediately describe to the applicant the scope of his responsibilities and the expected KPI (performance index). And when the time comes to fire the employee, use only figures and facts as arguments so that the conversation does not become overly emotional or even turn into a scandal. The contract is a legal document, and if it accurately sets out the terms of work (and performance evaluation), the employee will have nothing to be offended by.
If non-disclosure of official purchase shareholder database information is important to you, then let the person you are hiring immediately sign the relevant agreement (NDA, non-disclosure agreement). In case of its violation, the employee can be sued. According to Article 183 of the Criminal Code of the Russian Federation (Part 1), disclosure is subject to criminal liability.
Technical point: instruct the IT department to work out information security measures. Be sure to create copies of data and save them on the company's backup media, plus think about copy protection, regularly change passwords, etc.
Even if the employee's dismissal was legally carried out according to all the rules and you have very experienced lawyers and HR specialists working for you, there is no guarantee that the offended person will leave peacefully. He may start to harm you: he will start to file statements in court, in the media, make a scandal and publicly prove his case. Even if you manage to emerge victorious from such troubles, the company's reputation will still be damaged, and a bad feeling will remain. Therefore, always try to part ways peacefully.
Besides, who knows what this person will
Legal point: immediately describe to the applicant the scope of his responsibilities and the expected KPI (performance index). And when the time comes to fire the employee, use only figures and facts as arguments so that the conversation does not become overly emotional or even turn into a scandal. The contract is a legal document, and if it accurately sets out the terms of work (and performance evaluation), the employee will have nothing to be offended by.
If non-disclosure of official purchase shareholder database information is important to you, then let the person you are hiring immediately sign the relevant agreement (NDA, non-disclosure agreement). In case of its violation, the employee can be sued. According to Article 183 of the Criminal Code of the Russian Federation (Part 1), disclosure is subject to criminal liability.
Technical point: instruct the IT department to work out information security measures. Be sure to create copies of data and save them on the company's backup media, plus think about copy protection, regularly change passwords, etc.
Even if the employee's dismissal was legally carried out according to all the rules and you have very experienced lawyers and HR specialists working for you, there is no guarantee that the offended person will leave peacefully. He may start to harm you: he will start to file statements in court, in the media, make a scandal and publicly prove his case. Even if you manage to emerge victorious from such troubles, the company's reputation will still be damaged, and a bad feeling will remain. Therefore, always try to part ways peacefully.
Besides, who knows what this person will