Considering this individual is a liability not only to you, the small company and any other driver on the road, you take immediate action. A jobholder that is incompetent, whether real or feigned, may present problems down the road. If you do not, you may be inviting a complicated law suit. After you have given her 3 warnings for her bad attitude, you can fire her. That is, unquestionably, if the employer has followed all the legalities associated with employee relations. * Address your employee's wants within the boundaries of your company. If you fail to take the right steps when firing employee problems, you may find more headaches await you further down the road. It'll only take you 30 to 90 days to document poor productivity with progressive discipline, which is a short time. When you should lay off a worker, you need a guide to be sure of following all laws and state and federal Labor Department rules. When separating workers, you must always take care to cover these basics. Before you decide to swing the proverbial ax and let a problem worker go, you must have at least a few good reasons.

And worse yet, by telling the employee you disagree with the "higher-ups," he can use your comment to prove improper layoff. EXAMPLE - High Risk Termination. Draft the separation contract and release. (This is because he didn't ever write a rebuttal.) The Jury's Conclusion: The jobholder's alleged illegal reason is bogus and only invented after the fact to extort money from the business.