The
sensible way to fire an at will employee...
One of the most essential tools of management when
it comes to directing the activities of personnel is
the written reprimand. First, it gets the attention
of an employee who has great potential for your business
but who needs to shape up. Many times a written reprimand
will get the employee’s attention in a way that
mere words cannot.
This reprimand, except in the most severe of cases,
should not, however, be the first step in correcting
an employee’s behavior. Verbal warnings come
first. The number of these verbal warnings depends
on the severity of the problem and your lenience. Note,
though, you must document the verbal warnings in the
employee’s personnel file. If the matter becomes
more serious, you will need this data. The written
reprimand should mention the verbal warnings that preceded
it.
How to Create a Written Reprimand
What should go into the written reprimand? Obviously,
it needs to be clear and to the point. Plainly state
what behaviors you are reprimanding. It should include
a signature line for the employee to sign proving the
employee saw it. There must be no question the employee
involved does not understand the nature of the reprimand
and the consequences if he or she repeats the behavior.
Take your time composing the letter of reprimand; you
should never write one "on the fly" or in
the heat of anger.
How should you present the written reprimand to the
employee? Clearly you should do this in private, giving
the employee opportunity to vent his or her feelings.
In no instance, should you discuss it with other employees.
Be prepared to listen to the employee’s response
to the reprimand. It may not be the contrite attitude
you would wish; the employee may respond in anger.
Also be prepared for a sudden resignation. In that
event, you need to be ready to follow good procedures
for termination. In the heat of such a moment, you
cannot afford to neglect important items like collecting
any keys or business property in the employee’s
possession.
If the written reprimand does not change the employee’s
behavior, you can use it as documentation. It proves
you made substantial efforts to correct an unacceptable
situation. Such documentation will be invaluable if
the employee files a labor dispute claim against the
business. However, always consider this type of reprimand
as a tool for improvement first rather than a means
of ridding your business of a difficult employee.
Employers:
How to terminate when a written reprimand is not
working.
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