July 23, 2007
Don't lay off her or (Sample Employee Discipline Letter) let her resign
Don't lay off her or let her resign until she has signed a release of claims in exchange for an increased severance package. If the drug or alcohol abuse while on-the-job causes the disobedience, then the obvious solution would be to sack the worker. In short, you do not have to go through two or three counseling and reformatory periods with a jobholder to fire her or him. Every remedial step should include this warning form process. Labor laws have been chipping away at employer's rights when separating workers. For example, if the difficult individual is routinely late arriving to work, production may cease altogether as the other workforce wait for the employee to arrive. An outplacement firm can help you custom fit the package to meet the worker's wants. But if workers have signed a contract with an employer, you must consider certain legal restrictions when dimissing personnel.
However before you dismiss him, document the terminating incident like the previous warnings. For some people, this is just a function of their personality. * Have an honest discussion with your employee about their job performance and how it is influencing not only the company but their career. In that event, you must be ready to follow good methods for dismissal. In many states more and more court rulings uphold the rights of employers to sack personnel for unacceptable behavior outside the workplace. By terminating a bad individual the right way, you can save money and worry. For example, "you seem like you're starting to wear down" (age discrimination) or "Your morning sickness and resulting bad attitude is getting on my nerves" (pregnancy discrimination.)