Preparing Your Reasons for Dismissing Employees for Misbehavior Ahead of Time. You should change your expectations of the problem worker. You should suspend or right away sack this individual. There are certain guidelines to follow when firing a worker and failure to do them well could open you up to a law suit. You as a owner and manager want to be in total control of the dismissal. Firing a worker based on emotion rather than sound reasons can result in serious penalties including devastating lawsuits. This will keep you out of trouble even if later substantiation or the worker's legal adviser proves your conclusions wrong afterwards. Therefore, you should always assume the older worker will sue for improper layoff. When looking for a dismissing workforce manual, there are six areas you must consider. You can find a notification of recommendation template (Tool #6) following this outline in the jobholder Layoff Toolkit at the end of this book.

You must take care of this person yourself. To uphold professionalism as well as human dignity, managers should use the jobholder separation notice. This clearly takes focus away from their work. Rule 7 - Never say, or imply, the company is treating the employee unfairly. The more probably outcome is the employee ignores your warnings or only gives a halfhearted attempt to upgrade. Once she had enough evidence, Melanie fired her incompetent worker.