Termination For Cause |
How you can fire without stress or worry |
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Terminate a Problem Employee |
A problem employee can damage your business in many ways. He or she can slow down production, cause other employees to become disgruntled, be a safety hazard, or even cause legal troubles. Therefore, it is important for you to either get a problem employee in shape or to terminate him or her before it leads to more problems. You may not realize it, but a problem employee can significantly slow down production. For example, if the problem employee is routinely late arriving to work, production may cease altogether as the other workers wait for the employee to arrive. Or, even if production continues, it may slow down as a less skilled worker tries to take over. The same is true for an employee who purposely works slowly, who abuses break privileges, or who simply doesn’t pay attention to his or her job and makes too many mistakes. If you do not take action against the problem employee, this person can quickly and easily cause your other employees to become disgruntled. First, your other employees may believe you are discriminating against them when you come down on them and do not come down on the problem employee. And, by allowing the problem employee to get away with his or her behavior, you are setting a precedent that tells your other employees it is OK to behave in a problematic way. Before you know it, you will have an entire crew of problem employees rather than just one! |
Employee Termination for Cause |
The term ‘termination for cause’ is just a formal way of saying the employee screwed up. You must handle termination for cause swiftly. Even though most Human Resource managers and business owners want to give second chances, the hammer just has to come down on bad employees. How can I be sure that I’m conducting a termination for cause?So, how do you decide if you’re dealing with termination for cause? It’s simple. Check out your employee handbook or guidelines. If the employee is in violation of any of the infractions that result in termination, you’re dealing with termination for cause. Whether the infraction is on-the-job drinking or frequent insubordination, the company’s well-being is too important to let the employee slip through the crack. When an employee is behaving outside company guidelines, they will be apt to do it again and again. By targeting the problem early, having a paper trail, and writing a letter of termination for cause, the termination will not be as difficult. Once you see repeated bad behavior that calls for termination for cause, address it swiftly and do not bend. This will send a message to your other employees that you won't tolerate behavior outside company guidelines. This will result in a more efficient workplace and expel the idea of ‘favorites’ among the staff. So should you feel bad? Remember a termination for cause is never anyone’s fault except the employee who stepped outside the guidelines of the company. Don’t’ hesitate to take action, especially when dealing with termination for cause. The second that this employee figures out that you may be soft, or turn a blind eye to their incompetence, they will take full advantage of your forgiving management style. The only way to deal with a bad employee effectively is to let them
know immediately there are consequences to their actions. If you
allow the employee to overstep their boundaries once, they will keep
pushing that line. Stop the problem as soon as it starts. Here's how I safely fired my problem employee using termination for cause
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