This procedure should include your separation memorandum which gives plenty of substantiation to support a case for layoff. Explain the problem or how the worker violated firm policy. For employees, past productivity is the best indicator of future performance. Counseling Workforce: An Effective Plan Of Action. (Likely these steps will be consistent with any investigatory policies you have.) But if you don't have a policy, then this method is proper for any overwhelming misbehavior examination. It'll prove you discriminated and wrongfully sacked the worker because he had a disability, alcoholism. If you have an problem individual, you must address the problem and deal with it swiftly. Have the jobholder sign the memorandum so there is a record that you did meet with the employee and presented the information documented in the reprimand notice.

As an alternative, I wanted a practical process that gave me options and applied to any lay off, so I didn't need to always call a high-priced legal counselor. Once you identify a insubordinate worker, your first step is to counsel the difficult worker. And, you can retreat to your office if the worker "needs a moment" during the termination meeting. If he later files for unemployment, you can use this letter and his reason as evidence the firm didn't force him to quit. If the employee performs unlawful acts, is violent or jeopardizes the safety of other employees, you have the right to fire them immediately. For example, the Personnel professional can cover the discontinuance package and answer Personnel questions. Tactful language and providing a way of leaving the business with dignity in front of other employees are conditions for making the dismissal program less painful for everyone involved.