Software

General discussion

Locked

Sacking an I.T guy

By gflyhalf ·
What is the best way to lay off an I.T guy? I've heard of a guy who was given a notice and within the same day,he had corrupted the database,deleted crucial files and took off within 30mins. Cases are also told of guys who install viruses that are triggered off when they dont log in within a specific period of time....

This conversation is currently closed to new comments.

Thread display: Collapse - | Expand +

All Comments

Collapse -

I can't remember any time where I wanted to

by Tony Hopkinson In reply to Grow up

work my notice period, I'd rather be concentrating on getting my next job. Course

I want my pay, and more often than not they suddenly realise I was doing something valuable, I they want me to pass it on before I exit stage left.

One job I got about a 100 hours overtime in my last month, professional split and an extra month's salary as a cushion. One of the advantages of being seen as a professional.

Had a job two days later as well, good reference.

Collapse -

I disagree, it depends on the employee

by RFink In reply to Grow up

I've been laid off twice. The first time the company gave me access to the network for two months after I was "relieved" of my duties. This was to look for internal transfers and use the high speed internet. They disabled my badge but I still had remote access to things. Of course I did no damage.

The second time is now. On Nov. 9th I was told my last day is Dec. 15th. Bummer
My duties have been scaled back. I have ample time to search job sites, work on resume, study for certs, etc. My primary role is to brain dump my job to my replacement. This layoff is the result of a merger. The company laid off 50+ people and gave 40+ of them the same treatment. This is a company that trusts its employees.

I feel flattered that two companies trusted me enough to have admin access to their systems for weeks after they told me I'm history.

Just my two cents.

Collapse -

That is the sign of a proffessional

by w2ktechman In reply to I disagree, it depends on ...

When your peers and managers can agree that you are still valuable regardless of being notified of impending unemployment.

I think that I still have a lot of holdover thinking from my contracting days. If I am getting paid to do a job, I will do it. If I dont like the pay vs. job, I will look elsewhere. There is no reason that I would need to spend my valuable time plotting a way to be malicious. My time would be better served looking for a new job rather than in self pity that I was let go.
Companies will hire/fire/layoff etc. at will and according to business plans/models. I cannot change that, but I can move along.

Collapse -

I still get called

by Oz_Media In reply to I disagree, it depends on ...

I left acontract position and still get called (even by the new IT guy) for info. I STILL have full server and file access, they trust me.

But in the case cited, the idiot I am replying to says that he would come back and maliciously hack the server.

He is obviously completely unaware of just how easy it would be to catch and prosecute him for theft, B&E etc.; just a snot-nosed little puke who pops in shouts and runs away as usual.

How do MOST companies fire IT staff? 4:30PM, "Sorry it's not working out, you can pack up and we'll give you the extra two weeks in lieu of notice." This he feels is wrong and uncalled for? Bad enough to warrant maicious behaviour? His reply indicates EXACTLY why such procedures are often carrie dout this way. Who wants some inexperienced and ridiculously stupid snot working for two weeks with THAT kind of attitude? He'd be escorted by force out of my door. Just try and hack me later you dummy, talk about an easy hack to trace! That's no worse than killin gyour girfriend after she dumps you, do you REALLY think you won't be caught? :) What a fool...a very young fool.

But as you have stated, and as I have found also, a good relationship with TRUST, and you are often allowed to come back for little things you need to do (such as when leaving an industry but still needing some of the tools from that industry) or they ask you back to do little things for them.

That's how adults behave, getting PO'd and hacking them is exactly why guys like him need to be removed with force and never let back in, burnign bridges is a kids game; adults know better.

Collapse -

A bit cold

by methos7997 In reply to Remove him, don't sack hi ...

That's a bit cold. I haven't work that long in the IT field. But my experience as an electrical engineer, you should show them some respect when they leave. If you ever need help in referencing an old project that they led, your out of luck.

Collapse -

No way

by jdbwar07 In reply to Remove him, don't sack hi ...

Here's what was posted earlier, a sad state if this is how companies act these days.

"I have heard of worse...employees found a box at the door with their name on it. They were never allowed in the building."

The best way to let someone go is the opposite, with advance notice and respect (with maybe the exception of true malicious or criminal behavior. It's not just out of altruism, but who do you think is most likely to retaliate, someone who's treated with dignity and given notice so they can look for another job, or one who's deceived or terminated rudely?

And people always resent being treated like criminals if they've done nothing wrong. No, they aren't going to "understand your need for security" if they're treated like that.

Collapse -

How not to do it

by Ed Woychowsky In reply to Sacking an I.T guy

Don?t do it the way one company did it, with an offsite meeting. During the meeting they told the gathered employees not to bother going back to the building, security wouldn?t let them in and the police would be called. In addition, they were told that their personal items would be shipped to them.

According to everyone that I knew at that company they never saw their personal items.

Collapse -

The Last Breakfast

by Rageneau In reply to How not to do it

That's almost how they did it at Javelin Technology (now NYFIX). They sent out email notices employees to attend a breakfast at the restaurant across the street.

Some noticed that they didn't get the invite and inquired about it. The company explained that there was not enough room for everyone and they would have their breakfast the next day.

When we arrived for the breakfast we were told by the CEO that those not attending were being fired as he spoke. Most thought, "What jerks!? But we were sadly happy that it wasn't us. We took our time and ate in silence before returning, not wanting to run into the newly fired.

The marketing manager was assigned to help with the mass firings. Imagine his surprise when they immediately fired him when he was done.

During the sale, they lied often about the great opportunity tryin to keep employees from leaving before projects were completed.

I knew it just a matter of time before most of us were fired. During the weeks that followed, people just seem to disappear.

After I put the finishing touches on a project, my time came.

In time, even the Javelin executives left. Most of them with real stock worth real dollars, not the recalculated, worthless stock options that most of us received as incentives when hired.

Upon being fired, we were forced to sign a contract that stated taht before we could get our two-week severance pay, we had to agree not to sue.

Of course, they repeated the worn out mantra as you signed, "You know, it's not personal, it's just business."

I'm sure they believed what they said.

Collapse -

Semantics

by JamesRL In reply to The Last Breakfast

Doesn't sound like you were fired, sounds like you were laid off. And thats entirely different.

Being fired is a red stain on your career, if your firing was for cause - performance issues, malfeasance(theft etc).

I had no compunction at all about firing someone for clearly violating corporate policy that the person had been made aware of, on an ongoing and consistent basis.

On the other hand, when I had to lay off an employee because we had to shrink the organization, I felt bad, because though it had nothing to do with performance (and I made it clear during the interview) its hard not to think that way - when I was laid off I had those thoughts myself.

The Javelin approach sucked.

The best practise that I've seen is an announcement to all employees that reductions will take place over the next X months, and that there is an option for a voluntary leave with a package - give them three months to take the package. Then assess how many are left and how much more reductions you need to do - if any.

The agreement not to sue by the way, in most jurisdictions is worthless as it would be consdiered to be signed under durress. When we fired people, there was always a meeting with HR a few days later to go over the options of what they wanted to do with their severence, and thats entirely appropriate - if they didn't make up their mind during that meeting, they still had two weeks to talk to a financial advisor and work out the best plan for them.

It isn't personal to lay someone off. In most cases, its a lot of hard choices. No one enjoys laying people off. Some people and organizations do it better than others.

James

Collapse -

Disable the accounts...

by GSG In reply to Sacking an I.T guy

While they are in the meeting learning they are to be laid off. That's what we do when there's a rare termination. The supervisors know what's coming, and when the person is called in, they go and disable the accounts then email or page the director with a code to let her know they are done. Then they are escorted to their office and never left alone until they leave the premises.

Related Discussions

Related Forums