I like Paul Barada of Barada Associates, Inc (765) 932-5917 e-mail: assignments –AT– baradainc.com. Make clear to the jobholder that no further recourse is available to try to resolve the problem. All they needed was an-easy-to follow employee dismissal procedure guide. First, the jobholder has only a small back pay claim in any court trial, and no legal counsellor will want this small damages case. Instead of having parasites eat into your small company, this article suggests step you can take to save your firm. How Escalating Discipline "Traps" A Insubordinate employee. First, you must ask yourself if correcting this problem behavior is worth losing the hardworking worker over.

Instead, restate the information in your layoff memorandum. If the dollar value isn't too high, you might consider just letting the worker keep the company property. terminating personnel for misbehavior. However your standards will aid you avoid this. If you eventually dismiss an employee for sexual harassment, you need this legal evidence to support your decision. By doing this, you are not only showing the employee that she is not being sacked on the account of her pregnancy, but you're also providing information to anyone giving her legal advice. For example, you might say, "Workers who fail to wash their hands after using the rest room will receive one day suspension after the first offense, three days after the second offense, and separation after the third offense." Or, it could be more general, such as "Workforce who fail to wash their hands after using the rest room will face suspension and possible termination." How much leeway you wish to give yourself when it comes to remedial action is up to you. And an angry worker means a lawsuit or a big settlement.