I encourage you to have your attorney review the severance agreement before signing because it affects your legal rights. Considering this person is a liability not only to you, your small company and any other driver on the road, you take immediate action. It is essential to be suitably prepared for the dismissal meeting as this is the step that is most generally used against employers when it comes to unlawful separation lawsuits. As you write the warnings, you must show her job productivity doesn't meet your directives and doesn't fulfill her job requirements.

Just before the dismissal, change any passwords that provide access to the worker to any computer network accounts, financial records or other sensitive material. As you may recall from Chapter 4, a high-risk layoff is one where the worker will sue for wrongful layoff (if you terminate him) and he'll win in a court trial. Although the definition of employment at will favors the manager, it usually fails to protect you when you fire a worker. Also, don't be too surprised if the jobholder's legal defender calls you to negotiate on the behalf of his client. If the circumstance has failed to upgrade or has not improved to acceptable standards, you should write the firing memorandum. If a jobholder does not work out, despite your best efforts, a reformatory form becomes important legal papers. And state the date the worker will stop working, and any cash payable to the jobholder as well as any firm property the jobholder must return. In fact, a restaurant across town which your workforce don't frequent would be ideal. But sometimes you don't have a choice when firing him would cost your small company or your career too much. Here's what to do when a jobholder is abusing your sick leave policy. If you publish it for all to see, it ensures that you and your employees are all on the same page when it comes to remedial processes.