The employee will now and then get angry. Of course depending on the circumstances, you may eventually have to layoff the jobholder if their illness becomes a permanent condition that will not allow them to return to work. That brings the entrepreneur face-to-face with the need to remove those members of the employees that cannot adjust. Now you meet with the worker and discuss your findings and his employment status. The owner and firm leaders should decide the activities of the workers within the boundaries of each worker's job description. Seventh, you should only hire "good" workers which you won't be firing anytime soon. You would be wise to show Personnel and your manager that you're working hard to help the jobholder increase, but he is resisting all your attempts at rehabilitation. You have to deal with the difficult individual quickly and decisively. Or more damning, and this does often occur, the employee will say, "I didn't really complete college but I was just 4 credits away.". You should develop a policy to document employee problems appropriately.

Physical antics by one employee can endanger the safety of his or her coworkers. You'll never come up with all the possible problems off the top of your head. This is the most common circumstance. This includes how to prepare for and conduct the termination meeting. The program creates stress not only for the workers but also for you, as the supervisor.