Fired for not being a good fit anymore

I live in PA and. I was fired for not being a “good fit” When asked exactly what that meant. She kept repeating herself. I’m sorry you are just not a good fit. Me and the ladies talked and you’re just not a good fit. I wasn’t given any paperwork and I was told I would get 2 weeks pay.I was not satisfied with such a vague response.I emailed the ” head honcho asking for clarification, never received an email back. Also considering my work performance was going very well. Nothing was ever brought to my attention. I have a gut feeling the ladies in the office did not like me or I should say not like me sticking up for myself. I am supposed to receive another paycheck. I want to put in an unemployment claim. Should I wait until I receive my last pay. I fear I won’t receive it if I apply right now, Out of retaliation.

Hi Anonymous,

I think you should wait to apply until the two week severance pay comes through because that pay also supports your claim about why being fired from your job .. wasn’t due to any fault of your own.

When someone is told they are being fired for not being a GOOD FIT, that is within an employers ability to fire someone without it being a wrongful termination. But that is only because employment in the United States is entered into by both parties knowing it’s an at-will relationship.

However, the way unemployment insurance works in this country, can be an entirely different way to look at the at-will relationship, as “not a good fit” does not leave an employer a lot of room to argue the termination was for anything I know is included in state definitions of work related misconduct .. that reasonable people should understand as having potential to find misconduct.

Of course I draw from my experiences working with employers, who I know might still fight benefits, regardless of what an employee was told at the time of termination.

I know the cost control companies I worked for would still try to reframe for the employer their initial response to an unemployment claim, to include some generalized idea about why the termination may of been misconduct and not just some sort of personality conflict with a supervisor .. who might also shift the blame for the discharge to a person’s co-workers.

My point being for your particular case, and waiting for the severance pay to come through .. is it can help with your spin (version) of the story when you answer a claim interviewer questions, or your own testimony and evidence presented at an unemployment appeal hearing, should you, or the employer appeal the initial claim determination.

Winning a hearing is not just about telling the truth, but the effort to sound more credible and to point your story at how unemployment laws are regulated to work.

The question I will leave you with to think about is this one. What sensible and reasonable employer, would actually pay a severance to a former employee they let go for actual work misconduct .. but verbally told were being let go for not being a “good fit”.

My opinion .. an employee with supervisory responsibilities who may of felt bad about haviing to firing you, or potentially with little experience or foresight about fighting benefits .. that big honchos insist on still fighting .. maybe by contracting with a company that knows how to fight benefits, but doesn’t care if the final outcome is right, wrong, or indifferent to whatever the good cause of the burden of proof might be.

Chris – Unemployment-Tips.com

First, stop admitting you made small mistakes, if you were not written up for them .. as that’s one way to help an employer with their burden to prove.

Second, lead the court definition to know what what work related misconduct is .. and what is not

Trust me, it’s not wise to approach a rebuttal to the employer’s burden to prove misconduct, by admitting you made repeated mistakes which could be interpreted as negligent .. even if you were always willing to be helpful.

Third I checked on Kansas unemployment benefits recipiency to see how stringent they might of been last year about denying benefits, including those with an inability to ever meet the standards and expectation of an employer to perform the job an employer hired them to do.

Kansas paid benefits approx. to 28 percent of those totally unemployed during 2016.

That would be below the thirty-two percent national average for all states I found for 2016.

Finally though, that national average seems much more normal again after a long hard recovery from a recession that saw the average khit it lowest ever when it dipped to twenty-five percent.

I was just recently told the same thing and let go for not being a “good fit”. I know I made some mistakes which were pointed out to me but was always willing to be helpful and do the best I could. Others I worked with make some of the same mistakes. Someone else is already working in my old position the next day after I was fired. I applied for benefits and was told it can take up to 3 weeks to get my benefits. I was never personally verbally warned or written up before this termination took place and now someone has already filled my spot. I never refused to help and always polite and helpful. I just made small mistakes every now and then. I’m so scared I have no backup money and need to pay my bills. Just scared I need my benefits. I live in Kansas and I don’t know stringent they are?

And that’s all I have to say about that, because no one would ever catch me walking on steel beams “up there” even if up there were six inches off the ground.

But your separation is a discharge .. not a layoff, unless you were handed a termination notice with “laid off” checked as the reason for being let go and therefore, I’m not the type to trust your employer (HR) won’t try to make it sound like you’re guitly of misconduct for performing badly, slowly, or however .. intentionally and on purpose to harm the best interest of an employer.

You should check out the Texas Precedent Manual which is linked to on the unemployment laws and resources page.

So I’ve been working for this company that works in structural steel as a helper for 3 years now and today my boss tells me “well pat at the end of the week I’m gonna have to let you go.” for the first 6 months I was only a Fire watch then I was an “office administrator” for close to 2 years and in the last 4 months I’ve been learning field work which involves walking on steel beams that are usually about 6 inches wide and I’m admittedly slow up there which is why he’s firing me. We’re running out of ground work and he doesn’t want me slowing the rest of the crew down when in the air. This is in Texas and I was hired with no construction experience, could i still qualify for UI benefits or is ot a lost cause for me?

Actually, the bottom line around here with any question I choose to answer at least is mine and mine alone.

If you want to ask a specific question about your unemployment benefits, you don’t just cut in line and try to sneak by with a comment to an unrelated question about being a good fit .. “slanderous”.

By the way, there’s nothing slanderous being said when you’re told you’re not a good fit.

Ask here.. or take a hike.

And if you ask, and really want me to give serious thought to an answer .. try to ask about what you want to know in relationship to the employer’s burden of proof for misconduct.

I’m not your employer. In fact I’m the one that at least tries to help unemployed people and right now, even I’m thinking you’re just another self-entitled difficult so and so who doesn’t often listen to reason.

Didn’t go off on a tangent l asked the bank what I need to do and they told me in return I told him and also in maryland it’s illegal to bounce a payroll check also in unemployment it’s also can give you reasonable cause to quit .so thats the bottom line in regards to this matter

about your employer .. when I assume, you learned your paycheck bounced?

One act, or statement to an employee of an employer’s bank can fit a part of the definition for work misconduct.

“The term ‘misconduct’ as used in (the disqualification provision) is limited to conduct evincing such willful or wanton disregard of an employer’s interest as is found in deliberate violations or disregard of standards of behavior which the employer has the right to expect of his employee, or in carelessness or negligence of such degree or recurrence as to manifest equal culpability, wrongful intent or evil design”.

Of course it’s also true, at least here, that if you want to ask a question about your own chances of getting unemployment benefits .. anyone can do so here.

When he accused me of this he said I did not fit in the team spirit and if I am burnt out maybe I should do something else.next day was let go.

You’re going to have to tell me what your situation has to do with not being a “good fit”.

Your comment is not relevant to the question you made a comment to.

was let go from my job applied for unemployment Maryland was a sales rep received a raise sold like 65k then he bounced a check took money out of my check without notifying me and now I am waiting for a telephone interview from the unemployment office saying that I was slanderous to the company and that’s why he let me go.the only thing I ever said about that company was to the bank.this employer is nothing but lies I haven’t said anything that’s not true.After the check bounced that’s when all this started to happen and also after another coworker had a check bounced

I was called by my employer and he stated that he hated to do this over the phone but that after Joanie (his wife who I did not work for), himself and Tina his second in command had talked, they decided I was not a good fit for the job.

He thought I had given it my best try but I just wasn’t a good fit. I asked him if I just wasn’t good enough at the job and he said he didn’t want to get into it right now, but to call him in a month and then we could talk. I am still in shock that he would not tell me what about my work performance wasn’t a fit.

All I have to say is that employers are told repeatedly, that using the term not a good fit doesn’t imply work misconduct, which generally speaking, should be specific.

But because most all employment in the United States is at will, and only Montana says good cause for termination is supposed to exist .. the employer is free to terminate your employment for any reason they choose.

In case he fights your benefits with some specific reason he couldn’t be bother to make you aware of so you might affect a change .. you can always let me know and ask another question.

Chris

Today it seems some companies are playing games and using a revolving door method in hiring. I wondered why the company I agreed to work for 100 days ago had empty desks at the beginning of each month and then constantly training people for ten days. They get the employee all excited and working hard and then let them go saying they are “not a good fit”. Yes this happens more and more as temp agencies are way too expensive for them for short term and benefits would begin about 101 days later. It has happened to me twice this year but fortunately for me, I was graceful when “let go”. No one handed me or asked me to sign anything. I was a good worker. I am glad to be gone because my job was to stamp photographs that were provided to the FDIC for a “Receiver Broker” and I was uncomfortable knowing that what they were doing was illegal. And asked about the last girl and they said the last girl asked the same questions and they would just give a response “that person no longer works for Emcon. The girl before me on that job was the same time frame as me and gone. The one they just hired will never get the same. And just in time for not getting holiday pay too. I missed my 1st holiday pay.

I got drunk at teh company holiday party and while exiting the restaurant got into a shuffle with a rude woman, who proceeded to beat me up. When I returned to work on Monday I was fired. The statement was: at this time it is in the firm’s best interest to separate the rel;ationship. Until that day, I was a stellar employee and had been given progressively more duties. I have no excuse for the drunken idiocy but even my supervisor was upset that i was let go. Can I file for unemployment?

Hi,

Yes, you can file and there might even be some states that will give you benefits because the misconduct wasn’t actually “job” related.

Additionally, I’m wondering who paid for your alcoholic drinks.

This also brings up something I think everyone should be aware of and in fact, this is the type of thing that would make me side with an employer regardless of unemployment benefits because I can see the potential harm to the employer if they were buying the drinks.

What if the little “shuffle” with a “RUDE WOMAN” disgusted by whatever level of drunkenness you were at was the the one who got beat up or even cried wolf about some minor injury or damage to personal property?

Was there potential for harm to the employer’s interests?

Yes.

And in fact, I, personally could have very well of been that “rude woman”.

My advice .. to all is when attending employer sponsored social function .. DO NOT demonstrate your tendencies of being a stupid ass.

And please don’t try to tell me you/we aren’t aware of when we have a tendency to be a stupid ass.