It'll prove you discriminated and wrongfully fired the worker because he had a disability, alcoholism. Get control of your emotions allowing for a "cool down" time before continuing with the termination. Following the lay off Risk Estimate & Protection System(tm) in Chapter 4, you decide this is a medium-risk separation, and you'll offer her extra severance in return for a release. Be aware that paperwork you use to support the case for separating may end up in a court of law. Include the Reason in the termination Letter. A Foolproof Dismissal Notice: Separate Your employee Quickly And Easily. However if this tactic fails, then you must make full use of your policies and reprimand the employee. because it's the only published source that clearly gives you proper procedures for dismissing insubordinate employees and laying off during a downsizing. And it is important to terminate this worker. If the worker is eligible for a benefits package or if your company is stopping benefits, you should include this in your employee lay off notification.

In each these cases, the well-informed employer will have clear papers the jobholder understood company policy. If the situation does not resolve itself, termination is sometimes the only solution. If any steps in this procedure conflict with them, you must defer to the small company's policies. As a owner or personnel workforce, you should find your threshold then decide a course of action for what some believe to be the "hardest" part of the job - terminating the unwanted worker. If it all fails, you may have to write a separation memorandum and file the employee's position. Most employers answer this question with experience, and with individual workforce.