FT.com - The US is in an exceptionally difficult situation, with the economy on the brink of recession and limited scope for policymakers to ride to the rescue. Continue
Remember you must attach a deadline to your expectations. To develop your standards for job termination, work with your legal department. Otherwise it will cost your company in both time and money. Second, the worker is unlikely to sue and you have inadequately documented a legitimate reason. This section is the heart of the form. These policies should include potential dismissal issues such as tardiness, absenteeism, drug and alcohol abuse both during and after work hours, as well as fraternizing, sexual harassment, stealing and abusing firm property. There are plenty of stupid and improper reasons that you want to avoid such as sacking someone because he's left-handed (stupid) or because he's old (illegal). When you find you should lay off a worker, attention to detail is important. This notice is an important legal document if a former worker files a wrongful dismissal suit against the firm. When you cut someone's job, you must show. Improper lay off is separating someone's employment for an unlawful reason whether intentional or not. Step 5: Set A Target Date For The High-Risk Worker To Leave The Company.

You don't want to start progressive discipline and find out later your management doesn't agree or, worse yet, discover the problem worker is politically "protected.". Now, you can speak your mind without worry of a suit. You must object to any hearsay substantiation he presents.