Lastly, give some thought to the remaining workers and how your separating a salaried monthly employee will affect them psychologically. If you can, transfer the insubordinate worker to her hiring supervisor. Due to the situation's gravity, the employee will see your humor as patronizing and unsympathetic. If you consistently use worker warnings with a fair policy of progressive discipline, you at least have the peace of mind that you tried your best to rehabilitate your worker. However the jobholder misbehavior occurs, you must be confident in your approach and prepared to deal with it. Why you need a guide to the employee Layoff Procedure. It reflects badly on you and the firm if the notice fails to communicate professionally. If this is the case, you must hand it to the jobholder during the firing meeting. If a jobholder has taken too many sick days or repeatedly failed to call in, management should have documented counseling sessions and warning notifications to the jobholder. Even if you can't fire immediately, you don't have to live forever with the problem individual's behavior. Knowing that your employees are at-will workforce doesn't protect you from battling through a litigation or other attempt by a bad worker to get their job back or receive monetary compensation. If a small company owner does not reinforce on regular basis the communication channels between him and his employees, a departure of an employee can disrupt the company and heavily impact overall worker group spirit.

In other words, you don't want to decide the rehabilitative action you will take "in the heat of the moment." By thinking about these situations ahead of time, you can simply refer to your handbook and take the action necessary. Here's the key to dismissing someone who's taking advantage of FMLA. 1) Recognize the employee's dismissal.