Unemployment is in the news every day. Our present economic conditions are creating long lines at processing centers, long waits for unemployment benefits, and tons of frustrations for those just trying to make ends meet. This thread gives those affected by job loss to sound-off, offer comments, rant (if necessary), and (as in this Bear's case) present views from "the other side".
My experience in industry (40 years) provided some "other side" looks. Here's a few.....
The Boss That Lied
Many years ago, when the manufacturing company I worked for was still a smaller entity (not yet owned by the big conglomerate) we had to lay some folks off. Slumping business conditions, very little cash flow, etc. The BOSS MAN (owner) came to me and asked me to change some dates on documents, a change that would remove some of the people from certain unemployment benefits. I argued with him on that and won the argument. Some years later I learned that he just had somebody else make the changes.
Years ago I had an employee who I found asleep at a machine. Upon further investigation we learned that his sleeping was a regular event, often repremanded by the floor supervisors. His fellow-employees even called him "Sleepy". We terminated his employment.
He filed for unemployment and we denied it. In Ohio, that employer denial leads to a hearing, in front of an unemployment commission officer. I went to the hearing well prepared, expecting that our denial would remain. Not to be.
The officer was his aunt. He started to cry at the hearing, saying that he would "lose my Camaro". Our denial was rejected. We chose not to fight that battle again.
No Show James
Years ago I terminated a poor performer, with all the proper documentation (honest info!). He filed for unemployment and we denied it. He appealed and we prepared our case, spent considerable time gathering and verifying the documents, and trucked over to the hearing.
As is often the case, the fired employee was a no-show at the hearing. In Ohio, they have an hour from the set-time to make an appearance.....or call-in with what the officers say would be a "damn good reason for not being there".
At an off-site meeting last week I was asked by another area HR Director what my company would use for rationale in determining "who" would be laid-off. As a non-union company, we are not contractually obligated, so we give even weight to the following.....
Job performance (first blush is via the score of employee's last review)
Job performance (anything in the files in the realm of disciplinary activity)
Job skills (can this person cover a vital function? how much cross-training is there?)
In case of a tie, we would use length-of-service. Many less-than-scrupulous organizations would use length-of-service as a tie-breaker and they would release those with longer seniority levels....saving payroll dollars. My company would do the right thing......even though a senior employee's release would save dollars......we would keep the senior employee.
Side-note: My step-son finally received his first unemployment check. He is confident, though, that his job will return when Spring finally rolls in. He is a pro shop manager at a golf course.
How about you? Any positives, negatives, rants, raves? What say you?