Used to find it an absolute nightmare trying to dismiss people when I worked in the NHS. You can't just tell somebody that they are sacked, you have to go through a ****ing rigmarole that lasts for months and sometimes years of wrangling with HR, sending them on training, putting them on capability procedures, redeploying them to other departments. The ****s then used to go off sick for 12 months claiming they were stressed.
These days if they've been there for less than 24 months you can sack them for wearing odd socks with no real process requirements Even after that the caring sharing Tories have eroded the employment rights of the Nation without the Nation realising. As even if the entire process is either facile or ****ed up by the employer, the most an employee can now get at tribunal is 1 years salary, and that after a 9 month average wait, which during which they've got another job would dramatically reduce their payout, which is all based on actual losses. They also have to pay about a grand for the tribunal, albeit the Govt have just lost a test case on that. The upshot of all of that is that if you've got a problem employee, who's been with you beyond 24 months, you can now call them in, tell them it ain't working out, and make them an offer of a settlement agreement to get shot. When they take legal advice it'll invariably be to take between 3-6 months dosh. Done deal. As a discip process done properly can easily take 6 months.
This person definitely doesn't celebrate Xmas by the way. I do have a conscience despite what some of you twats think!
One of my jobs in the NHS was to modernise a particular dept and bring it up to speed with the rest of the service. From top to bottom the whole thing needed a complete overhaul. New polices writing, new job descriptions, new patient record systems, new corporate literature, retraining, refurbishment of buildings and on and on. Some of the old staff were so set in their ways, it as a real battle getting them to change. Nobody likes change at the best of times, and I was a relatively young manager coming in telling them to do things differently, so it was met with a lot of resistance. A few of them took voluntary redundancy, but not as many who had hoped to qualify for that actually did, so I was left with a group of disgruntled older staff who didn't want to be there and didn't want to get on board with the changes. Some who were off on long term sick, and some who just tried to be passengers and let the others carry them. Basically had 2 years of Hell trying to get these people through retraining, learning new systems, understanding their new roles and then dealing with the ones who tried to dig their heels in, taking them through capability procedures, trying to get the ones off sick back to work, or dismissed on medical grounds. Looking back, it would have made more sense for the Trust I worked for to just make them a deal and get shot, because the amount of hours wasted and money it cost in retraining etc, it would have been cheaper to have shown them the door and simply employed somebody new who was onboard from the start. Not to mention the stress it caused me.
I've just had beans on toast for dinner. It's been one of those days, made the wife a burrito bowl and I didn't fancy it so went with the old-school classic.
****ing hell @PISKIE i'm not reading all that. Don't turn into a @FosseFilberto don't be that man. That's like war and peace, or a short fossie reply.