If a worker is causing problems, but the business fails to list this problem as a reason for separation, terminating this employee will be difficult. 6) Clear up any misunderstanding the worker may have. Probably for your first lay off, it's a day's worth of work. Sacking A Disgruntled individual Without Fear of A worker separation Penalty. During such proceedings, the employee will claim the termination was improper. 10) Ask if the employee has any questions about the termination, the severance benefits, the separation package or your help finding another job. Include a clear explanation of the policy the employee broke, the date it took place, and the rehabilitative action that you took. In TREPS, you evaluate your separation risk through 2 simple tests. I don't support sacking someone for off-duty conduct and lifestyle. In truth, this discourages her because it shows you have nothing to fear, and she'll probably do the opposite of what you suggest. At these meetings, you must be honest with the personnel about the company's future and the need for cost cuts. If counseling does not reveal a valid reason for poor performance or reveals a problem that cannot be resolved, you should issue a recorded warning and place in the jobholder's Human resources folder.

I give you several dozen legitimate reasons in Chapter 3. Even if your predecessor has recorded the problem individual's lackluster productivity and behavior, I still recommend you wait to sack until you have developed your own independent observations. EXAMPLES Comparing Misconduct vs.