Therefore employee separation for alcohol abuse is bias, and you will find yourself at the losing end of a court case if you're not careful. In such cases, the rationale for the layoff may include intoxication on-the-job, violence, verbal abuse, sexual harassment, and insubordination. If your bad employee is an emotional mess or chemically dependent, then you'll want to refer him to your employee Assistance Program (EAP) or to a psychological counselor at the company's expense.

A good company cannot run with personnel that do not want to perform their work. Dismissing personnel is not an easy task and dismissing personnel tactfully to avoid legal recourse is challenging. And, you must separate the offending employee. Also, you may want to consult with a legal counselor before using a termination memorandum. A entrepreneur usually doesn't have a Personnel department to give advice. Keep in mind the entire separation letter must remain objective. A well done memorandum speaks volumes about your sense of justice and professionalism. If that isn't enough, they can cry discrimination and nullify your employment at will rights. Before you write an employee reprimand memorandum, you must guide this programmer through this problem. And you can use a worker dismissal form even when you are not dismissing an employee. Even when you are not actively trying to hurt your ex-employee, you can still run afoul of blacklisting laws. Chapter 10: Method For Conducting High-Risk Negotiation Meetings.