- Joined
- Dec 28, 2012
- Messages
- 4
Hello,
I have been with Target for nearly 4 years and am a bit ashamed to say i dont still have my handbook to look back on these rules for myself. Recently a team member was hired and started Sept 25th, and during her first 90 days she had received a verbal talk about work performance that i assume she worked towards correcting due to the fact that she just received her 90 day review. Today her 94th day, she was terminated for performance by an ETL without ever signing any correctives. Based on the fact it was again performance, could she have legally been terminated without following the whole PDD/Corrective/Final/Termination path? or is the ETL in the wrong for not following policy for employees that pass their 90 days?
I have been with Target for nearly 4 years and am a bit ashamed to say i dont still have my handbook to look back on these rules for myself. Recently a team member was hired and started Sept 25th, and during her first 90 days she had received a verbal talk about work performance that i assume she worked towards correcting due to the fact that she just received her 90 day review. Today her 94th day, she was terminated for performance by an ETL without ever signing any correctives. Based on the fact it was again performance, could she have legally been terminated without following the whole PDD/Corrective/Final/Termination path? or is the ETL in the wrong for not following policy for employees that pass their 90 days?