With this method, you give warnings of increasing severity and urgency for terrible productivity and misbehavior. o Office space and computer equipment. o Documentation proving the facts including written discipline warnings, the firing letter and the jobholder handbook showing the firm rules of conduct (if you have one). You have a 70% chance of losing any wrongful layoff suit. These may include issues like endless tardiness, unreasonable absenteeism, consistently poor work quality, use of illegal drugs on business property, acts of violence while on firm property and many others. See Tool #4 in the employee Dismissal Toolkit for a separation settlement template you can use. Please refer to Chapter 3 for 18 company reasons which you can use. When Counseling Doesn't Resolve The Problems With Bad employees. not just the problem worker's. You may even consider giving personnel a reference notice as part of their termination.

Protect The business from Lay off Lawsuits: Use A Written Reprimand. You may feel upset or angry with the employee in question. You keep giving warnings until she has exhausted her 3 chances (verbal, written and final written warnings), then after her fourth "accident" you can dismiss her on returning from disability. You can do this through progressive discipline, which will aid you increase the jobholder's performance if this is at all possible. When done properly, it provides protection from employees trying to file an improper separation suit. This breakdown will then have a snowball effect with other employees in the workplace.