| One of the most difficult tasks for any manager | | | | non-paid time off. The third violation will result in |
| or business owner is terminating an employee. | | | | termination of employment. |
| This difficult task is made even more difficult with | | | | When giving warning you need to be specific |
| the ever-present threat of lawsuits for wrongful | | | | about what the violation was, what steps the |
| termination. Although many locations have | | | | employee needs to take to avoid further |
| "Right-To-Work" regulations that allow employers | | | | discipline, and what the next step in the |
| to terminate employees, anti-discrimination laws | | | | termination procedure is going to be. |
| are used in many termination lawsuits. | | | | Document Disciplinary Actions |
| In order to avoid being tied up in court for firing | | | | If you have policies in place, the most important |
| an employee, knowing how to fire people safely is | | | | thing you can do is to document everything. If |
| critical in protecting yourself and your company. | | | | you are taken to court for firing an employee, |
| Once you take these steps, your decisions will be | | | | the case may get quickly dismissed if you can |
| able to withstand any legal scrutiny. | | | | show in writing the violations that occurred, and |
| Establish Company Policy | | | | the steps you tool leading up to the employee |
| The first step you should take to know how to | | | | being fired. |
| fire people safely and avoid any future lawsuits is | | | | Every step of the disciplinary procedures should |
| to establish company policy regarding the | | | | be put into writing, including the verbal warming. |
| expectations of employees of your company. | | | | State what the violation was, and what behaviors |
| You should address issues such as absenteeism, | | | | you expect from the employee. |
| customer service, any dress codes, workplace | | | | You should also have the employee sign the |
| harassment, and policies related to acceptable | | | | document stating that the issue was discussed. If |
| employee behavior in the workplace. | | | | the employee refuses to sign the warning sheet, |
| Once these policies have been put into writing, | | | | you should bring in a witness that will sign the |
| you must make sure that every employee has a | | | | document. |
| copy. It should become part of each employees | | | | Be Consistent |
| welcome package when they are newly hired. If | | | | Any discipline policies should be enforced |
| you already have employees, make sure that the | | | | consistently to all of your employees. Businesses |
| policy is given to each existing employee. It is also | | | | get in trouble when some employees are allowed |
| a good practice to have the employees sign a | | | | to get away with violations, while others are |
| form stating that they have received and read | | | | punished. This could be grounds for discrimination |
| the company policies. | | | | lawsuits. |
| Have Written Termination Procedures | | | | If you can show that your policies are applied to |
| One specific area that should be covered in your | | | | every employee equally, you will have a good |
| employee policies is the procedure for termination. | | | | chance of withstanding any ungrounded |
| While some policy violations are grounds for | | | | accusations. |
| instant termination of employment, some | | | | While firing employees may be a difficult thing to |
| violations will result in other disciplinary actions that | | | | do, it is even worse to continue to employ bad |
| lead up to the employee being fired. | | | | workers simply because you fear the |
| Many businesses have a 3-strikes type policy. | | | | repercussions. By following these steps you will |
| After the first violation the employee is given a | | | | know how to fire people safely, and not have to |
| verbal warning, the second violation results in a | | | | worry about being taken to court. |
| written warning, sometimes accompanied with | | | | |