I had one of my supervisors on a Performance Improvement Plan last year. He kept taking FMLA every time I went to sit down and go over the improvement plan with him. Finally in February we sat down and went over the plan to help him improve his supervisory skills. I gave him 90 days to get the plan going and improve.
Come Mid March I bring him in with HR and fire him. He had had not shown one sign of trying to improve.
I was walking on egg shells because he had seen the writing on the wall in December and filed a compliance line complaint saying I was bullying and harassing him. The whole investigation turned up no evidence of the complaint and in fact added evidence to his lack of supervisory skills.
I went on with the termination and he blurts out how he feels this is retaliation and he was filing a complaint with the compliance line. I was amazed they would even think of something like that.
Two weeks later I fired another supervisor for blatant violation of Lock Out Tag Out.
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