September 5, 2007
Get a legal (Employee Termination Procedures) counselor involved right away. Gross
Get a legal counselor involved right away. Gross misconduct: Released a toxic gas when involved in horseplay (Can terminate right away.) Apart from allowing the boss to separate employees with no fear of legal reactions, they will also allow him to avoid any disputes while the jobholder is still working. Either offer the employee his job back or give him a settlement in return for his assurance he won't take law suit. They will also back up the business if the employee tries to come back with legal counsel claiming wrongful dismissal. There are instances where some of those employees either can't master the skills or simply refuse to do so. 7) Lastly, all these reasons added together make this a costly, high-risk layoff.
Following the layoff Risk Estimate & Protection System(tm) in Chapter 4, you decide this is a medium-risk separation, and you'll offer her extra severance in return for a release. For a medium risk dismissal, you can separate immediately, but you have increased legal exposure. Before offering a sacked worker any severance agreements, contact your attorneys-at-law or legal department to get advice on how to proceed. Better yet, get a book that covers worker policies and termination procedures. If the dismissed employee has a family, rumors may circulate you. This progressive discipline also creates the documentation necessary if you must fire the worker once all efforts at rehabilitation fail. But once he or she sees this behavior go unpunished, the jobholder will move on to bolder ways of violating orders and business policies. I suggest the employee's boss does the dismissal, unless you're also terminating this supervisor.