When you refuse to do it, you have an angry ex-employee on your hands wanting to even the score with a suit. Name-calling, especially in the presence of other workforce, is unacceptable and may result in reformatory action for insubordination. Stay away from recording reasons which imply improper reasons. Using this evidence, management, with the help of a Personnel representative, must decide what to do. The problem with separating an employee for not being a team player is the phrase "team player" is a subjective term. Now, you decide you have had enough and are ready to dismiss the women. Sometimes, you might need to be specific.

Whatever your rationale for giving a separation notice, it is important to use a guideline format. Therefore, you'll be consistent in practice and won't have to worry about unlawful bias claims. Step 5: Set A Target Date For The High-Risk Worker To Leave The Firm. You and the employee should sign all written documents to show the employee knew of the possible separation. With "Transfer the Problem Option," you reassign the worker to another individual either at your current location or elsewhere. You can do this through progressive discipline, which will help you increase the employee's productivity if this is at all possible. Remember, your ultimate goal is to create a supportive environment while effectively using the employee discipline form to help keep employee problems in line. Unfortunately, she didn't upgrade, so 30 days ago you gave her a written warning.