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

August 26, 2009

First a bad worker may try an emotional (Dismiss Employee)

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

First a bad worker may try an emotional plea. If your lay off form is long, management will probably place it in a pile to read later, or maybe never. If improvement doesn't occur, you repeat the steps until you have no choice but to sack. If your reasons are solid and stated within the notice of layoff, it is most likely that a pregnancy bias case, if it occurs, will never get far. Because the employee may try to come back with legalities or claims of unfair lay off, you must collect enough substantiation on your termination case. If you document everything that a jobholder does wrong using the jobholder discipline form, it will make sacking them much easier. For example, you can't fire a worker for: Don't give a false reason to soften the blow, such as the "firm is down, we just have to let you go," when the real reason is poor job performance with three written warnings as proof. If the drug or alcohol abuse while on-the-job causes the insubordination, then the obvious solution would be to sack the worker. If you, or a subordinate, sack a bad individual "on the spot," you'll likely face a unlawful termination suit.

This tells them you're serious about the circumstance. Here the failure of the jobholder to follow instructions leads to endangerment of the jobholder, their coworkers or the employer. If you do, expect a illegal layoff suit with a big jury award. You can also choose to sack someone because they are not meeting performance expectations or even if they have a bad disposition. But frequently, workforce leave because you're overworking them, they have rigid schedules, they have difficulty in getting along with other employees, or they have personal duties.

Filed under Terminating An Employee by Admin

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

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