Yeah, I would just go back to the director with all all the fair work stuff and say ‘sorry not sorry I don’t want to be sued and I don’t think you do either’
Let them know that, if they have a series concern or issue about the employee, you can sit down with them and give them a warning and do a performance review, but even then, they have to be given a certain amount of time to work on the issue. Your hands are tied and there’s nothing that you, personally, are legally able to do
Thank you. I’ve emailed my boss and presented my objection in a way that is about protecting the business and suggested going 100% by the book. Hopefully they see reason. If they don’t listen, i’m going down the i’ll be liable route.
Yeah, I would just go back to the director with all all the fair work stuff and say ‘sorry not sorry I don’t want to be sued and I don’t think you do either’
Give them this link: https://www.fairwork.gov.au/tools-and-resources/fact-sheets/minimum-workplace-entitlements/ending-employment If it’s a small business, there’s a seperate checklist that they can follow, but it’s all still essentially the same.
Let them know that, if they have a series concern or issue about the employee, you can sit down with them and give them a warning and do a performance review, but even then, they have to be given a certain amount of time to work on the issue. Your hands are tied and there’s nothing that you, personally, are legally able to do
Thank you. I’ve emailed my boss and presented my objection in a way that is about protecting the business and suggested going 100% by the book. Hopefully they see reason. If they don’t listen, i’m going down the i’ll be liable route.