You'll look like an idiot, the employee will be angry, her lawyer will have a field day and the jury will give the employee a big wrongful termination award. You build up your case against her through escalating discipline and convert her dismissal from high risk to medium risk. Then the only thing left to decide is when the dismissal will occur. So, when you stick to the facts and your papers, you have no worries.

This is not an easy task but, for the sake of the business and esprit de corps of the workplace, you should replace a poor performer with an effective one. What Disqualifies An employee From Collecting Unemployment benefits? The problem employee will cross the line at some time or another on your published standards and then you can discipline and sack her. Unfortunately, automation means sole proprietors must layoff more workers. o Insubordination (not following minor directives from boss). You should consider each disabled employees desires to ensure that you don't fire due to the disabilities he or she may have. This helps you deliver consistent discipline. You may need to present this substantiation and substantiation of signed reformatory warnings in a post-termination hearing or in court proceedings if the jobholder takes further action. While this works for low-risk workers, this is not the right approach for medium and high risk personnel, which are the majority of termination cases. WARN stands for the jobholder Adjustment & Retraining Notice Act of 1988. Using a worker dismissal checklist can help ensure you follow all the correct processes. Management can handle Gross misconduct or insubordination by giving a written notification, docking pay, removing vacation time, or simply talking with the jobholder.