Let's say that HR determines you violated company policies, with a totally clean prior record.
Is it then always up to the manager to decide to either keep or to terminate you?
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Any mgr worth their salt will look at the total picture. Having been a mgr since 2005 I can say if you were fired it’s likely the last straw OR they had no choice.
For the guy above fired and not knowing I would appeal it and then say you got a new job after winning but makes you rehireable once Charlie and the current execs are gone and Wells returns to a former shell of itself.
So I just got terminated from my job on 11/21. I had work for Wells Fargo a total of 9 years. Even was a re-hire at some point in those years. I was in my current role in the call center for nearly 9 months in that role. Good stats, didn't have a strong understanding of what a few procedures what kept changing. My manager told me, I was being fired with no pay and no egilbity to work at WF again. The very next business day I reached out to HR, to go all over the entire wells HR layout and several calls later. To be told I can dispute my termination, one how can I dispute if I dont know why I was fired! I can also open up a case and someone will email me back with 2 to 3 bus days (still no call yet) to discuss why I was no longer a team member. If I didn't do either of the 2 options I asked if anyone would contact me, and they said no. Well how will I know what to put down for if I file for unemployment. They said it would be in my best interest to find out. Still no answer, luckily I've moved on and received a job offer due to start next week.
Something said after work in a brief manner in a setting with alcohol should not be cause for termination.
@bx it was a short form of the word, and alleged to have been used as a greeting in a generally positive manner. And not directed at that other person.
@bt For that, a manager might have more control these days. But a few years ago -- at the height of cancel culture -- guessing HR (or senior leaders controlling HR) might've made the manager fire the offending employee. Even though the word wasn't said at work. Would also somewhat depend on what word the employee used and context, etc.
This was basically a certain word that was said to have been used. Not directed at anyone in particular, and not done at work - but many hours after a post work event involving alcohol. But even the use of it apparently can violate policies.
Would that final decision be left up to the manager? Or would HR step in?
If they want you gone they’ll get rid of you.
Some violations the manager will have no say - theft, fraud, other criminal act or reg violation. If it’s a minor thing manager might have option to keep you on.
@a8 That's my understanding / experience also. There are definitely situations in which HR completely disregards the manager's preferences yet still tries to act (on paper) like the manager is the one deciding. They will literally force the manager to enter things in Workday, etc. Maybe there's someone else making HR do this but if so, instead of admitting that HR blames the manager.
The era is progressive corrective action is over. They go zero to term in many situations now.
@OP depending on how severe the company violation was they might be able to have your back at explaining it as an honest mistake if the incident was not too impactful. There will however be situations where the incident is pretty clear violation where manager has absolutely no say or way to protect you no matter how much they like you. I had a very good working employee that I liked and they made one mistake and I had no say or choice in the outcome because it was a very clear violation they admitted to in the investigation process.