Terminating A Employee? The sooner, the better. Here's why.
Also, when you can't dismiss the difficult individual for some political reason .
He can never sue us for improper layoff if we never sack him.
For more details on COBRA and your responsibilities, see Chapter 8 - Step 10.
But often, it is a combination of employee discontentment with the opportunity to steal that causes the crime.
I recommend you send a hard copy of the firing documents (lay off notice, separation settlement, COBRA notice, final paycheck and severance check) to the employee's home address by certified mail, return-receipt requested.
Be sure the laid off employee gets a
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response.
And it protects you and the business from improper termination lawsuits.
Here you give the insubordinate worker a voluntary choice to leave the business with a big severance package.
After her final written notice, you can separate her when she continues to perform below your expectations.
A critical step in this layoff process is writing a separation notification.
It allows remaining personnel to think about the layoff message over the weekend.
Here's the guideline approach you'll find in most books: To keep out of court, you must thoroughly document the jobholder's bad
Motivating Employees Continued...
performance or misbehavior before you separate him.
After reviewing his workers file, you're astonished his previous boss has rated him "above average" on his performance appraisals over the past 4 years.
Finally, you must ask for approval to layoff.
Here you'll learn how to evaluate the risk of your dismissal using my proprietary and trademarked Separation Risk Estimate & Protection System(tm).
But you don't have to separate for stupid or wrongful reasons.
According to Jury Verdict Research, the average jury award for unlawful layoff is now at $536,927.
It could ruin her entire firm
The
complete story on Motivating Employees and terminating a employee.
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