First, it gets you thinking about potential issues you may face with your employees, which will also help you brainstorm steps you can take to prevent these problems from occurring. For a medium risk layoff, you can terminate right away, but you have increased legal exposure. By keeping a notification or template, you can efficiently dismiss the worker who does not show for another shift. In the worker written warning you are essentially outlining any reasons you might, in the future, decide to sack. Misbehavior problems at work lead to lower performance and workplace morale. Will the company suspend the jobholder, will it dock pay, or will it dismiss the jobholder? We believe the best way to handle this problem is to react right away. Creating A Solid Worker termination Agreement. If the contract states the jobholder's problems warrant termination, then you must carefully craft a lay off letter to highlight this portion of the contract. Give 2 or 3 chances with formal warnings to upgrade before sacking. If an employee has taken too many sick days or repeatedly failed to call in, management should have documented counseling sessions and warning notifications to the worker. A medium-risk separation is simply those dismissals which are not low or high risk.

Worried about Terminating that Difficult employee? You must also avoid terminating someone before a holiday or vacation time, as juries see this as being insensitive and are more likely to reward for damages. In Tool #5 of the worker Termination Toolkit (at the end of this book), I give you some sample questions for a "resignation" exit interview.