Firing Employees for Sexual Harassment. In Montana, the law requires any dismissal to be "for good cause." But as you learned in the last chapter, federal and state governments and judges have created over 30 laws preventing employers from firing for improper reasons. In one instance, a jobholder might be misbehaving because of flawed policies and rules. For example, "After giving you a oral notification and time to upgrade, I'm still disappointed in your current performance level. Do not Allow Embezzlement to Eat Into The small business.

We are offering you these valuable extra benefits to ease your career transition and reduce the chance of hardship on you and your family. Separating A Bad worker Without Fear of A worker dismissal Penalty. Here you give the difficult employee a voluntary choice to leave the firm with a big discontinuance package. Employee dismissal Letter Procedure. Even if you sack for an wrongful reason, you can significantly cut your chance of a law suit by treating the jobholder well during the termination procedure. Don't let the imagination of the laid off employee run wild with bias legal action ideas. Although this is common sense, many other so-called "experts" advocate a "one-size-fits-all" approach to dismissals. It is always good to have the documentation in the hands of the staff before taking action, which ensures the legal grounds and makes employees know they can lose their job if they do this or that. Also, if the jobholder is the type to sue, rate her as a "medium risk" dismissal and give her a package in return for a release. Have the jobholder sign the memorandum so there is a record that you did meet with the jobholder and presented the information documented in the reprimand notice. Ask questions about both supervisor-worker communication and worker-worker communication.