and how to "take care" of the employee after her termination. Here are the steps in progressive discipline: As long as your personnel have good work habits and show up on time, you can't fire them for being in jail as this is bias against their crime. At the same time, publishing too many details on the precise remedial method followed for specific disobedient actions can leave you with little flexibility. If you work in the food industry, this means your employees must wash their hands every time after using the rest room. If the behavior remains poor, then it's time for formal escalating discipline that will likely lead to the disgruntled individual's termination. By having copies of the lay off letters, it will be one less worry when having to terminate a worker. Not only should you document the problems you have had with the jobholder, but you also must prove that you effectively communicated your directives to them. If you're an employer and you have a good reason to separate an employee, there should be no legal problems to hold you back from dismissing him and improving your workplace. It's your choice to give the severance check at the dismissal meeting. However if the employee still refuses then you must appropriately and decisively dismiss the jobholder. For example, you can write the sample employment termination letters in a word processing document on your computer.

In Chapter 8, I give you a 17-step preparation procedure. A third type of worker misconduct is when the jobholder has excessive absences either excuse or unexcused. Like terrible performance, don't fire a worker right away for minor misbehavior. In the heat of such a moment, you can't afford to neglect important items like collecting any keys or firm property in the employee's possession.