6) How to lay off the usually absent and tardy employee. In particular, follow-up when the worker gives you important information which could help the company in a wrongful dismissal suit. Lastly, problem employees will often threaten you with a lawsuit if you lay off them. As other workers see the insubordinate worker "getting away" with being problem, they become more inclined to behave in that manner as well. This clearly tells the employee that if their performance does not significantly upgrade within 30 days, they will face separation. I need to let some of my more problem employees go, but I can't sack them for no cause. Before firing of personnel, you should keep any memos that show dates of offending behavior, proof of wrongdoing or incompetence, or facts of declining performance. If the disciplinary action is something as simple as consistent tardiness, there may be a reason. Also, make sure to include the impact of her bad behavior on you, other workers and on the company. Policies for dealing with bad employees in this area differ from business to company. Involve Human resources When Terminating Workers. It's important to give an "honest" reason in the firing memorandum.

As long as your workforce have good work habits and show up on time, you can't layoff them for being in jail as this is bias against their crime. In a recent Cornell University study, researchers found that how the firm sacked the employee was a major factor in any resulting litigation. If the matter becomes more serious, you'll need this data.