In this case, you can terminate the worker (Firing An Employee)

In this case, you can terminate the worker for job abandonment because she only gets 12 weeks of protected leave under FMLA. If the jobholder is harassing other employees, for example, a court can find you guilty of failing to discipline the worker for her or his actions. If these companies eventually fail to automate, they frequently have to shut their doors. Keep the exit interview brief and avoid saying too much, as anything you say can be used against you later if the worker decides to file a litigation. Keeping a worker around because they make promises and show improvement for a short time before problems resume is just prolonging the bad work environment and stress and strain on you and the other personnel in the workplace. It is hard to be tactful when dismissing employees if you are uncontrollably angry or upset about the problems. For example, you shouldn't disclose someone's sexual preference (even if asked) because normally this doesn't impact job performance. And I told the difficult worker the effect of her bad performance on the organization. If one employee acts in this manner, others will soon follow. If you are unsure about how to deal appropriately with an difficult worker and how to document the problems you're having with this person, you might want to attend a company workshop or take classes at a nearby college. Finally, what if the jobholder refuses to sign the warning? But the sad truth is that not knowing how to layoff personnel suitably can hurt your career.

After Employee Has Resigned And Left (Cont'd.) First, it helps alleviate any harsh feelings your separated employee has toward the company. If you saw the gross misconduct, you should reflect on your observations. Before starting down the path of employee dismissal, consider the following: