Don't proceed with a termination for cause until you read these facts...

December 29, 2008

Here's an example separation (Dismiss Employee) contract. If you're dealing

Here's how I safely fired my problem employee using termination for cause

Here's an example separation contract. If you're dealing with a troubled (or troublemaking) worker, this can be a blessing because without having to deal with difficult employees can be wearing, both to the workplace and the manager. But, you have many other choices which may cost you and your small company less money, less disruption and less worry. If you make reasonable accommodations and the jobholder still can't do the job, you can still layoff her for terrible productivity. Given the average damage award in a illegal layoff suit is over $500,000, your time preparing is worth it. Include the Reason in the lay off Notification. Separating a jobholder seems as easy as saying "you're fired" but this simply is not the case. If you don't improve your productivity within the next 30 days according to the directives in this warning, we'll sack your employment with our firm.

It is essential to be appropriately prepared for the dismissal meeting as this is the step that is most frequently used against employers when it comes to unlawful layoff lawsuits. In addition the notification should clearly make clear consequences should the problems continue. Enterpreneurs should expect this problem and create a sample lay off memorandum for a bad attitude employee in case they ever run into this problem. If it's based on the work performance of the person's entire department that you're laying off — then say those. If the jobholder can't work because of poor health, for example, he can't get unemployment compensation. You can also choose to sack someone because they are not meeting performance expectations or even if they have a bad attitude. If you currently do not have a method, it is time to set one up.

Filed under Termination For Cause by Admin

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Here's how I safely fired my problem employee using termination for cause

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