Chapter 6 helps you create bulletproof legal papers for workers with terrible performance and minor misconduct. For example, if the worker misses a project deadline after taking several sick days, write him up for lack of productivity. For example, you might include when the workforce should wash their hands, when they should wear gloves, when they should wear a hairnet, and what clothing is and is not acceptable to wear. By fixing the problem the first time, your bad employee's behavior may increase. If he files a wrongful separation law suit, you'll have a more difficult time defending your position. Good eyewitnesses include members of Human resources and senior management. Also take time to point out business policies and processes so the jobholder is made aware of them. Avoid Trouble: Knowing What to Say When Separating a jobholder. Personnel who have the most time with the company have less risk of being dismissed than those you recently hired. What Will Make Your Separation Memorandum Employee Foolproof?

You do not want the worker claiming they did not receive the memorandum, in case further action has to be done. Lastly, using a similar format keeps the method of layoff consistent and fair for all individuals involved. ANSWER: Sue isn't performing and you have recorded it with the productivity review. Further, gross misconduct forms should also contain clear papers by the employer that he or she spelled out the penalties for refusal to carry out the direct order. If you don't know how to use progressive discipline or how to write a proper lay off memorandum, you need a copy of my book, "Employee termination guidebook." You can get it at my website: