Cover Yourself When Terminating Employees. Build the case that you're not firing them because they were jailed but owing to the effects of their jail time. Just get your facts straight and create good solid evidence on why you dismissed the jobholder. If you find these allegations to be true, you must offer to rehire the dismissed employee if she was a victim of the discrimination. Worker subordination is the willful refusal by a jobholder to follow your valid and reasonable order. (Undoubtedly, when the small business already has policies and procedures about lay offs, these supersede the list below.) For helps with these sticky situations and advice on how to make the lay off method go smoothly, a sacking employees manual can be a life-save. I call this a negotiated dismissal. Attempts by a jobholder to belittle or undermine the authority of management may also fall under the category of employee insubordination. In this case, an exit interview policy will make it far easier for you to let go an employee that just isn't working out for you and your small business. (If theft is the case, continue here, as follows.) Because theft from the business is a severe offense, we also should take immediate action by contacting the local police department (or fraud department if this is the case).

Termination Issues For Owners. It is likely in today's corporate environment that you'll at some point in your career have to let personnel go. If you allow the employee to overstep their boundaries once, they will keep pushing that line. That is, certainly, if the boss has followed all the legalities associated with worker relations.