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

August 8, 2009

For previous (Misconduct) incidents, you informally counseled and coached

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

For previous incidents, you informally counseled and coached the difficult worker on how to increase. If nothing else, it will keep your business out of the headlines and where it should be headed, towards success. Even if you know your worker is taking leave under FMLA, you can still fire him or her.

In most lay offs, the risk is low because you have satisfactory documentation why the layoff is occurring and most fired workers are unlikely to sue. For example, you may be separating the person's employment but plan to hire the individual on as a consultant for your company. It can be scary for many Human resource Personnel or small company owners. It also might stipulate the employee cannot use the information he or she has picked up about the company to help your competition. Most small business owners assume that an employee leaves because they are moving to a bigger firm with advancement opportunities, or because they have found a better paying job. However, if you separate a worker because they constantly miss project deadlines, this is reasonable and unbiased. However the jobholder insubordination occurs, you should be confident in your approach and prepared to deal with it. It is hard to be tactful when firing workforce if you're uncontrollably angry or upset about the problems. And, a jury won't find your reason credible because you have nothing in writing or you never gave the jobholder a chance to improve. If you are an employer or a company manager, you'll eventually have to dismiss an employee for cause. Document Your Reasons for Dismissing a jobholder. If you have a disabled difficult worker, you must confront the issue.

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

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