Therefore, you must refuse to write letters of recommendation for potentially dangerous personnel. Talk to the layoff manager and the witness to the firing. When the worker has a behavioral problem such as attendance, you can often fire in a month or less. You will need it if the employee files a suit or grievance for a improper termination. Or, if you run a Christian bookstore and your worker belongs to a satanic cult, you can fire. You should not only give the employee warnings but he or she must recognize them. Updating Your Terminating Employees Manual. Your employee manual should list disobedience as one of the infractions that can cause layoff. The classic reason is that it's "business reorganization." Chapter 3 gives you 18 legitimate business reasons which you can use as an excuse. The human resource individual should begin by calculating the reasons for terminating the jobholder.

Written documentation is important for both communicating to the jobholder and providing a record for the company if a improper separation lawsuit occurs. When using an employee discipline form you not only tell the difficult individual that their behavior is unacceptable, but you also have a written evidence of the issues. To prevent having discrimination charges brought against you, however, you must give all of your workforce a test. o Is the papers enough to justify a separation? When you realize that terminating someone will improve group spirit and your business performance, you can sleep at night.