And, I had to leave early to attend my Alcoholics Anonymous meeting.". ANSWER TO PART A: "Yes." It's unlikely she'll make the effort to sue because a lawsuit would be too much effort for her. If the supervisor sees gross gross misconduct, they will generally discipline or sack that employee. Sometimes, family crisis or other personal problems can cause an employee to lash out at their supervisors. As you must recall in your final written notice, I gave you this specific expectation: "You must take the initiative and rearrange my schedule, cancel meetings and call the affected appointments when I'm unexpectedly unavailable. And, the remaining workforce' resentment will disappear quickly as they begin to work in a more productive and positive environment. Even though most Human resource managers and business owners want to give second chances, the hammer just has to come down on problem employees. If the jobholder refuses to sign, document this fact as well and have another supervisor sign that he or she witnessed the employee's refusal. It involves gaining proper evidence and having discussions with the employee about his or her lackluster productivity.

During the dismissal process, you should act quickly yet tactfully to avoid future problems with the former employee. Can you not teach that old dog a new trick, like listening to the person who signs the checks? 11) Ask for property belonging to the business such as ID badges, laptops, credit cards, cell phones and business cars. If he still refuses to sign, you should bring another supervisor into this meeting and ask the boss to verify on your copy he saw you give the worker the warning. Likely, your employee or workers manual gives you these guidelines. If you separate both, you would get a improper lay off claim for sexual harassment from both women. Although the business likely has a "name, rank and serial number only" reference policy, likely your managers and employees are giving reference interviews against the policy.