If such legal proceedings do occur, you will know you have protected yourself and your small business. For example, if a truck driver gets a drunk-driving ticket while off duty, you can terminate. And if the employee goes back to school full-time, he's ineligible. Cover Notification To Include With Memorandum Of Recommendation. If the written notice does not work, you need to fire the individual. As a boss, you should set clear expectations in writing.

In this case, you may have given the employee a oral warning to increase within 30 days and she didn't. If the employee is a hazard to any business and its personnel (such as prone to violence or theft), then it's your duty to include this in your memorandum and phone references. But to be fair, management must place the employee in escalating discipline. But be careful, because there are over commonly over 40 to 60 employment laws (depending on your state) that protect the employee in some way. In some organizations, lateral movement of employees can be a solution to turn a bad individual into a productive, good worker. First it is helpful not to burn bridges with previous employees. *Gross misconduct or rudeness toward clients or customers. If the worker fails to upgrade as the result of escalating discipline, you will have built a sufficient case to layoff the worker without risk of facing a litigation. If you handle it appropriately, then losing the jobholder can boost your performance. Your business should have a system in place to confirm the accuracy of the business's accounts.