With escalating discipline, you destroy the bad worker's legal case. o Employee was a victim of any other form of unlawful harassment. You have given plenty of chances and have been more than fair. With this extra knowledge, you'll become a more trusted company partner and upper management can rely on you to keep the firm's dismissal costs as low as possible. This is important since you must protect yourself and your small company against potentially costly court battles. Dismissal is so much easier and smoothly when you have some much-needed facts that can assist you with delivery of the reprimand notice all the way through firing the jobholder. There should be specific guidelines written in the employee's contract stating reasons disciplinary actions the company should take before terminating the jobholder. The incident could be a single act like the jobholder violating a safety rule or a result of terrible productivity over a few weeks.

With a good memorandum, you can uphold a calm, professional manner no matter what the worker says or does in the lay off meeting. Other signs that you have an incompetent employee on your hands include a decrease in performance with an increase in the number of mistakes or a worker that has frequent memory lapses. o Breaches of Good Faith and Fair Dealing. So when you don't give a reason for a lay off, the worker can only believe you're dismissing her for an wrongful reason which you don't want to talk about. Some offer discontinuance wage, others offer other benefits, and still others will only allow a former employee to get severance if they promise not to sue the firm. When writing a notification of lay off it is important to be straight to the point. This meant you could separate an insubordinate individual easily.