If the (Employers Rights) drug or alcohol abuse while on-the-job

If the drug or alcohol abuse while on-the-job causes the gross misconduct, then the obvious solution would be to sack the worker. Dismissals may also signal more serious problems at your small company. Include any escalating discipline steps you have taken or background to your examination for insubordination. An employer should be wary of doling out light punishment for an employee reprimand simply because they like the jobholder who acted out of line. It was clear to me worried supervisors needed the self-help advice of an experienced terminating manager and they weren't getting this from current sources. because it's the only published source that clearly gives you proper processes for separating difficult employees and laying off during a downsizing.

By distancing themselves from emotional outbursts, the method will go away quicker. A letter of termination should be factual and impersonal. Even when his claim is bogus, fighting it is stressful, costly, time-consuming and keeps you from running the company. It provides a clear and direct message about the rationale for lay off. In short, a great deal of thought and preparation is necessary before you fire personnel. *If you have decided to separate the worker committing theft, have the dismissal papers drawn up and cut a check for their remaining pay. Far too often employers lose on these claims simply because they failed to document the reasons on a termination suitably. Also, list any items the employee must do before leaving the building like returning keys, pass codes and firm property. 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 employer.