What you must consider if the employee ignores your warning

June 24, 2009

what to say when dimissing a jobholder. They (Difficult Employees)

How I discipline employees and terminate (when necessary)...

what to say when dimissing a jobholder. They needed foolproof termination procedures and effective options. You're likely saying to yourself, "Involuntary resignation is an oxymoron." Well it is most of the time. Wrongdoing, but long tenure - You give the employee a final written notice (see Chapter 6 for long-tenure, single-offense workers). This is true in some cases, but normally it's a ploy to show she's indispensable, and to ask for another chance. You can do this by formally introducing the new boss to the workforce, if the employer is new to them. Remember his layoff has nothing to do with his performance and conduct. When you're about to terminate an employee, it is not the time to shoot from the hip. Verbal notice: "You're now being place on notice that [bad behavior] is unacceptable in our department and business. This letter can guide you through the process of making the proper notices about the closure or mass layoff.

You should have this package ready for the jobholder during the lay off meeting. Once you have a copy of this waiver, you must keep it with the ex-employee's employees file. Remember, a court or judge can use any information contained in the notification and anything you say to your workers at the meeting against you if workers decide to file a suit or grievance against you. The worst mistake a terminating supervisor can make involves writing the layoff memorandum. o Ask the witnesses not to discuss the incident, the interview or the investigation with coworkers. Escalating discipline is the primary method of detailing bad performance and minor misbehavior.

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How I discipline employees and terminate (when necessary)...

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