10) Encourage worker to see a legal counsellor (Medium-risk terminations only). Again, this will lower the chance of a law suit when her new supervisor fires the difficult employee. Create a cover note to attach to the separation contract which outlines main points of the meeting. After you give 3 warnings and the disgruntled employee fails to increase his attendance, you can dismiss him legitimately. Knowing these laws is essential if you have an employee that you must fire and who falls under these provisions. Arm yourself with policy or existing rules, and remind the jobholder of them, with a punishment. Even though your business has a separation notice template, there is still room for mistakes. If the jobholder is being separated for reasons other than internal firm matters, be sure to outline exactly what behavior precipitated the firing. However, if you're going to terminate 500 or more workers at any one location, you also should give a 60 days notice. You should review the worker's improvement or lack of improvement weekly. But common cases of insubordination are different from gross disobedience. The longer a bad worker continues to make problems, the worse the workplace environment will become.

As you may recall from Chapter 4, a high-risk dismissal is one where the jobholder will sue for unlawful dismissal (if you layoff him) and he'll win in a court trial. Let's say you have an employee in escalating discipline who works up to a Final Written notice. During the examination, you give him at least 2 chances to make clear himself. An employee can be dismissed after engaging in gross misconduct just one time, but you should be sure to complete a thorough inquest proving your case before sacking the jobholder.
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