If you can't get rid of the problem worker and he won't change, then you, as the manager, must change. Deciding When to Inform Personnel About the layoff. Lastly make sure you include the effective termination date, and any discussions you had about termination with the jobholder. Although this is true, you should continue with the firing. Every time the worker does something that warrants disciplinary action, you must tell them not only what they've done wrong but also what the consequences are for not correcting the behavior. The difficulties that come with a difficult worker may seem easily corrected by lay off. Employee Theft of Company Property: Sometimes an employee will steal small items of firm property. By keeping a memorandum or template, you can efficiently dismiss the jobholder who does not show for another shift. It protects you and the small company against any form of law suit a former employee chooses to file.

Don't go back and document incidents and terrible performance from months and years ago. Giving notice allows the jobholder time to steal confidential information, stir-up the remaining personnel and commit sabotage. But, can you fire insubordinate worker for this subtle behavior? A conference room is neutral territory and is a private place to talk, so the jobholder can avoid embarrassment. If you do the right thing for the company - separating the difficult worker - then you know the employee will find someway to sue you or stir up trouble. As an example, your risk of terminating is much less when the employee has punched his boss in the face - than when you lay off a high-performing 60-year-old employee to give your daughter-in-law his job. If, on the other hand, the costs (both in money and politics) are too great, then use one of the other choices in this chapter to upgrade your circumstances.