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Letter Writing Tips and Tools (Insubordination)

Why you must get rid of bad employees if reprimands don't work.

April 29, 2008

Letter Writing Tips and Tools (Insubordination)

A new concept in employee termination and discipline

If the employee needs to negotiate, this is a good sign you'll settle. If you feel the jobholder is sincere, and their behavior is correctable, then you should decide on steps to upgrade and motivate them. For extra safety after you sign, you have 7 days to change your mind before the agreement becomes effective. An examination for overwhelming misbehavior often gives you enough documentation to sack a disgruntled employee right away.

However, you'll know some workforce will sue regardless of the layoff reason. Don't go back and document incidents and lackluster productivity from months and years ago. Gross misconduct and Worker Production are Directly Linked. Here your worker has repeatedly failed to increase his or her behavior and you have documented this case thoroughly. As you reread it, you must realize anything you put in the worker's workers file could be public. Detailing all relevant information in an accurate, honest and specific manner will ensure you can prove a separation is not part of any illegal purposes, such as discrimination. If you do the right thing for the company - firing the problem individual - then you know the worker will find someway to sue you or stir up trouble. So, they should consider the offense and craft a standard reaction to that infraction. 5) Go through the dismissal notice with emphasis on items in the discontinuance package. It is an intimidating action to do at first, since you are sending fired worker into unemployment. Get an original signature from the individual that he or she received the memorandum. In any workplace environment, it is important for both the boss and the worker to understand the employer's rights.
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A new concept in employee termination and discipline