August 16, 2007
First, the worker is likely (Embezzlement) to sue and
First, the worker is likely to sue and you have appropriately documented a legitimate reason. Give the firm rationale for the lay off including the business's new strategic direction and firm pressures. How Employers Can Avoid An employee firing Penalty. If you must layoff someone for an unlawful reason or a stupid one, then follow the method for high-risk terminations. It is an important part of the overall lay off procedure. During this meeting, you tell the jobholder more about her dismissal package and ask in return for information to upgrade the company and legal positioning. Overwhelming misbehavior is the one place you can summarily fire a worker without worry. To do this, draft an employee warning notice each time you have a problem with that person. If handled badly, you'll have productivity and group spirit problems for months.
After you give 3 warnings and the problem individual fails to improve his attendance, you can separate him legitimately. In other words, do whatever you can to change the difficult individual's annoying habits or sack the employee outright. A second way bad employees try to keep their job is by refusing to sign your warnings. That way, if it comes down to "he said, she said," you will have someone else that can verify what you did and did not say to the jobholder. If you don't have any other employees, you might want to take the agreement to a notary for witnessing. If you do the right thing for the business - firing the insubordinate individual - then you know the employee will find someway to sue you or stir up trouble. Finally, if something in the difficult worker's life is depressing her, now and then sending her off to a professional seminar or convention can work wonders for her spirits.