It'll only take you 30 to 90 days to document lackluster productivity with escalating discipline, which is a short time. However, if you believe the worker's productivity can be altered, counseling employees is an intermediate step before firing becomes necessary. If the supervisor has a standing policy saying this action results in termination, then the boss has the right to sack. For example, you will likely need to draft a dismissal package for the employee. Like terrible performance, don't dismiss a worker immediately for minor misconduct. Even if you're the firm's CEO, you should get an independent review of any termination. It is an intimidating action to do at first, since you're sending sacked employee into unemployment. If you don't apply a legitimate reason for termination consistently, your termination risk level goes up significantly as you have seen. It can be scary for many personnel employees or small business owners. Any aggressive, physical violence toward a superior is certainly gross misconduct. In short, the employee gives up some of his legal rights for money. If you own a business with strict OSHA laws on worker hygiene, you should enforce them with your workforce.

Probably for your first separation, it's a day's worth of work. After laying off personnel, immediately turn your attention to the emotional wants of the remaining personnel. (See Chapter 7 for how to fire for gross misconduct.)