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Disagreements are, unfortunately, a part of life.  Learning how to quell and resolve a situation, though, is a valuable and necessary life-skill.  Whether it’s a disagreement with a parent, a spouse, a friend, or a colleague, learning how to navigate those treacherous waters can help you build more meaningful and fuller relationships.

However, some work disagreements can lead to more difficult circumstances.  These disagreements, especially ones that can place you or your coworkers in a precarious situation, may need to be appropriately escalated.  In addition, certain situations may require your direct action to ensure the safety, well-being, and health of yourself, your colleagues, and your company.  In such situations, you may need to push for the removal or the firing of a coworker.

Getting someone fired is not an easy task and should not be done lightly.  Firings are difficult to do and require the approval of more than just a manager.  It will involve someone from the human resources department and may even reach the level of a vice president of the company.  However, if there is a clear and sustained threat from a colleague, then it may be your only option.

1 – Make Sure You Have A Solid Case

Firings in the corporate world are not easy to do.  In addition to labor laws across the country, it is oftentimes difficult to find additional candidates to replace the lost staff member.  As-such, most companies are very weary of firings without just cause.

Simply disliking someone or not getting along with them is not reason enough to push for their removal.  A firing should only occur if there is a clear threat or a severe level of incompetency in their core job functions which warrant the removal.  In addition, firings can and should occur if the individual is persistently a nuisance to others, steals or takes from the company, has sexually, physically, or verbally assaulted someone, or creates a hostile work environment.

If your coworker or colleague has not met some of the examples listed above, you may consider other actions besides pushing for their removal from the company.  You can meet with you manager individually to discuss.  However, before opening a case on getting someone fired, you should fully consider their actions and take into account that they may simply be having a bad week or that they may feel slighted by you.  Oftentimes, it is much easier to discuss these things without needing to take it to the next level.

2 – Discuss with Others

Now, you don’t want to start rumors or talk ill of any individual.  However, if a coworker is blatantly disrespectful or hostile, it is best to get input from fellow coworkers.  Doing so will help your claim and will ensure that you are not the only one noticing this behavior.  Be sure to discuss with a small group of individuals first and coworkers that you trust.  Be open and honest and push for the same from them.

3 – Document Everything

Firings are not an easy process, nor should they be.  If you are going to push, and advocate for, the removal of a colleague, you need to bring a list of direct reasons why.  This should include any actions or behavior which can be taken as threatening, hostile, or disorderly.  If you have direct, written communication from the offender, these should be saved and utilized as additional evidence.

When documenting these incidents, be sure to be as detailed and specific as possible.  Include not only the action, but also who else was there, the date and time, and where it occurred.  Being specific and detailed will help you with your case.

4- Make a Formal Complaint

Most companies have a process to initiate a formal complaint against a coworker.  Speak to your direct manager before doing so to ensure that you go about the process correctly.  Let your manager know what you have documented and why you would like to make the complaint.  You should practice what you are going to say and how you are going to deliver the message to your manager.  Be prepared for some questions from them and be sure to bring along your documentation.

5 – Wait

After making a formal complaint, your do not have too many more options.  Most managers and employers will handle the process from there.  You will no longer need to keep tabs and document the wrongdoings of your coworker.  In addition, by initiating a formal complaint, you leave a paper trail in case any future incidences do occur.  In that way, you ensure that you are protected from any unnecessary retaliation.

6 – If Nothing Happens?

You can’t always assume that nothing happened.  Many employers may opt to discipline the employee via other means before firing or may reprimand the employee separately.  You should continue your work and try not to get involved.

However, if the matter involved you directly, including an assault or sexual harassment, then you may opt to call local law enforcement. This is, of course, your decision to make.  In addition, if you are being threatened and receiving hostile remarks from your coworker, you can also call local law enforcement.

If you do not feel threatened and no harassment has occurred, but the incompetency continues, you may opt to have a fellow coworker file another complaint.  If enough individuals file complaints, then management may feel forced to handle the situation differently and remove the individual.

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