I don't think people here know what PRN is.
they might mistake it for short spelling of something else

 

Lulz. My bad.

 

Sears doesn't owe your buddy a job or a fixed number of hours. Life doesn't always deal you the hand you want but you need to face facts whether you want to or not. Depending on someone else to take care of you (manager) is not a plan. Tell him to start looking for something else that will give him the income he needs to finish school. Maybe he can fill in hours at the main store. Has he asked about getting more hours from other Sears departments? Once he completes school he can worry about a career path and be a little more selective. For now, he should just worry about finding steady income.

 

when I try to get rid of someone at the restaurant I employ the same strategy. Or I have one of my managers do it. Its perfectly fair. the question that nobody in the thread has asked yet is.
IS HE ANY GOOD AT HIS JOB???
theres no way in hell I would try and push out a GOOD employee.


just sayin.

 

^ I don't agree with that kind of termination being perfectly fair. In Washington if you quit you don't get access to your unemployment insurance; the same UI you already paid for before you got your paycheck. The government in this instance sticks both parties with financial responsibilities - you may consider that to be wrong but it's ok for one party to deprive another party of something they already paid for because it'll cost them less money?

In Washington you can also fire an employee for misconduct or not doing a very good job; they still don't get access to their UI and the employer does not suffer additional financial burden either. You just have to document it. Do you starve out employees because it's easier or are your hands tied through job protection laws?

 

GA is a very difficult state to terminate employment in. We are an at will employment state, but we seem to have liberals running the UI department.
I recently had a waitress that filed for UI benefits who was terminated with pages of documentation and she had 2 separate appeals which took me and my managers hours of phone time to alleviate. We won the claim for the simple fact that she sent a hateful text message, that was documented, to her direct supervisor. I actually framed the notice from the UI agency when they mailed it.

But yes it is very difficult to terminate without incident in this state. Which is why you need to have extremely good hiring practices to help with this.

 

In CA the employers pay for the cost of unemployment insurance, the employees don't pay anything. And some part time employees aren't eligible at all - it depends on how long he's worked there and how many hours per week he's been working. At least that was the criteria a few years back - may have changed now because of the economy, but as I remember it, part-timers were rarely eligible.

 

^ That lead me to go double check the WA taxes - I was wrong, employers only pay, not employees.

 

It sucks, but assuming your friend is ok at his job, it's business 101...from a management perspective...full time employees are better than part time. Sure, your friend can go to court, spend money on lawyers, etc etc etc, but being a part time employee doesn't get you any protection with labor laws in this regard. All the manager needs to say is "we need someone for 5 days a week, and since your friend can only work 2, we need someone for the other 3, but can't find anyone who wants part time."

There is not much your friend can do, so just help him find another job.