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August 24, 2009

o You gave the worker chances (Discipline Letters) (commonly 2

o You gave the worker chances (commonly 2 or 3 chances are enough) and reasonable time to increase. The worst downfall of any company is not following through with the disciplinary policies and methods written in business manuals. With "Dismiss the boss Options," you remove the manager, which could be yourself, from the equation. o If you need clarification, don't hesitate to talk again with the accusers, the accused worker or the eyewitnesses.

Yes, you can terminate even when you don't see the incident firsthand. o The worker has received many "good" performance reviews. The employee falsifies records including expense reports. Make sure you have adequately recorded the business need for the job elimination and don't refill the position for at least a year. The dismissals for company reasons are different from those for performance, minor misbehavior or overwhelming misbehavior. This "terminating only" option sounds harsh, but as a small business owner you must manage your profits AND your time. While you clearly can't discuss the grounds for the dismissal with your other workers, you should call them together in a meeting and explain the high level worker will no longer be working for the company. Most of the time, the firing of employees occurs when the employee has done something to deserve getting separated. You must take a few precautions and then decisive actions when dismissing workers for sexual harassment. You may have work rules specific to your company or industry which I didn't cover in my list of legitimate separation reasons. There are certain standards to follow when sacking a jobholder and failure to do them well could open you up to a lawsuit. So, if you terminated the jobholder for misbehavior, you can legitimately fight the claim.

Filed under Lay Off Employee by Admin

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