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

June 13, 2009

Layoff Employee - I need to let some of my more

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

I need to let some of my more bad employees go, but I can't layoff them for no cause. He and his legal defender need to convince the jury you terminated him for a bad reason. Here's an example separation settlement. If the jobholder refuses to sign it, have another boss sign pointing out that he or she witnessed your discussion with the worker. Failure to Handle the Problem individual Affects Your Ability to Manage. (Unquestionably, when your small company already has policies and processes about dismissals, these supersede the list below.) A worker-employer stalemate of this kind can only make it worse and the supervisor must address this right away. Also, you might find your difficult individual is a better fit for another job within your company. If you make an error when dimissing a hostile employee, you could be condemning your company to bankruptcy or liquidation. Abuse of company property or cheating on time and payroll records are enough cause for employee termination, especially if it is not the first case. If you're dealing with a troubled (or troublemaking) employee, this can be a blessing because without having to deal with difficult employees can be wearing, both to the workplace and the supervisor.

If inquest gives you enough evidence to terminate the employee, you must also document the firing method. In the dismissal notice, you also must include the triggering event that led to the dismissal. The next step in the termination procedure is to make sure the worker knows what they have done wrong. But, more than likely, he didn't give an unlawful reason when you gave him 3 chances to rebut your warning. Frankly, with a high-risk dismissal, you don't have to inform the "real" improper reason to the jobholder.

Filed under Termination Letter by Admin

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

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