Employer's guide to handling difficult employees

May 23, 2009

Employee Warning Form - Please don't use 'downsizing' as an excuse for

Handling difficult employees? Here's what you must do before they destroy your business.

Please don't use 'downsizing' as an excuse for firing bad employees, or creating a culture change in the department by replacing old workforce with new ones. Not only does it make the lay off go more smoothly, but the template sample employee termination notification removes the individual writing the letter emotionally from the firing. The supervisor should handle the termination memorandum the same way in all three cases. This also leaves room for a jobholder to file a unlawful employee termination suit when you sack them for that behavior. You must avoid emotional or personal language.

Management should deal with the situation of handling problem employees carefully. This is the best way to avoid legal battles if you eventually should layoff them. Make sure the jobholder knows that you have made your final decision and the worker cannot negotiate for their job now. While many workers think that managers sit behind their desks and dream of firing everyone who works for them, this is rarely the case. They can prove that your actions are not based on discrimination. Whatever basis you choose, it must be nondiscriminatory and not based on any unlawful reasons (See Chapter 2). Some employers elect to leave an open area on the notice for this. These will come back to haunt the terminated employee in her improper separation case. This meeting is usually off-site and a few days after the layoff. This is why I developed my Separation Risk Estimate & Protection System(tm) to show clients how to layoff workers with different risk profiles. The short answer is "none." You don't want to have any evidence on the illegal reason or stupid reason.

Filed under How To Fire An Employee by Admin

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Handling difficult employees? Here's what you must do before they destroy your business.

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