First, what policies do you have in place to deal with the problem. Ie., many companies have WRITTEN policies against making false statements about fellow employees. If you don`t have anything in WRITING, it`s difficult to legally take action. Second, from your description, it appears you also have Title VII violations. Title VII is a federal law that deals with making negative cements about a person or group of people. You might want to review Title VII and incorporate it into your WRITTEN policies.
Thank you for the feed back. The specific person that I am talking about is my most experienced technician. He has been with us the longest and I looked for his feedback in the past. This may have set up a pattern of complaining. He is a mentor to the newer staff, but as they become more competent he becomes more degrading. He won`t quit and I don`t want to fire him. I will confront him and he is better for awhile. The following pay day, he will be right back at it. I need ideas that are "out of the box." Typical incentives have not paid off. Thanks for your help.
This is the great thing about Start up Nation. You guys are great. Thanks for the encouragement. I hadn`t thought about the "minime" concept and I believe that I`ve made the decision to terminate this employee. I can see that I need a permanent solution. I will offer him the ability to stay only if he plans to stop the behavior permanently. Thanks again to all of you.