o Excessive personal e-mail use. This chapter covers how to treat your problem employee fairly, honestly and with dignity as you sack his employment. Only you, the worker and the witnesses should know what's going on. Your Hr department may have a procedure for tracking FMLA leave which you and the worker should use. Tip 2 for Separating: Document Worker Disciplinary Action and Keep It Consistent. Start down the path towards lay off. She said you rated her below expectations because you showed favoritism to the "younger women with short skirts." You knew this to be untrue, and Human resources did an investigation showing you weren't the problem. Third, it helps you fight nervousness in the lay off meeting. Most employers depend upon their experiences with person workforce. Meet with Workforce Individually: Understand that some employees will find the lay off more difficult to accept. The Effective But Gentle Dismissal Of An employee.

This is much like the negotiated layoff we reviewed in Chapter 4 except you don't pay a severance and you don't get a release. That is exactly what will happen when you learn how to fire someone the right way. You should be objective and not subjective when writing a warning. Never try to terminate an employee "on the fly." You are opening yourself up to legal issues and giving the worker ammunition to argue about her or his separation.