(By the way, these types of personnel give you plenty of opportunities.) After you have given her 3 chances to increase her behavior, you'll have no choice but to lay off her. Our sincere hope is that this suspension is met with reconciliation on the part of the worker. Eventually you will resort to a oral warning, a written warning and a final separation memorandum. Attempts by a worker to belittle or undermine the authority of management may also fall under the category of worker misbehavior. For those Human resources offices dealing with several employees, they should create preset standards for certain actions. For most business owners and managers, dealing with any form of gross misconduct is a rough road. Downsizing then becomes necessary to refocus the business on just those core business areas making money. Abuse of company property or cheating on time and payroll records are enough cause for job termination, especially if it is not the first case.

In a fit of rage, you fire the jobholder on the spot. Before you ever hire your first employee, you should create clear, consistent, and thorough worker policies and procedures. For example, the Personnel professional can cover the dismissal package and answer Human resources questions. This will aid you during the discussion with your bad worker. Both Human resources and the business's legal organization must prescreen this document. While this may seem harsh, the worker's dismissal is mostly best for you and the small business. (See Chapter 7 for how to terminate for gross misbehavior.) If the employee refuses to sign, have a neutral third-party, preferably an Hr representative, sign to this effect.
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