If the problem worker is conscientious but incapable of doing the job, then your offer of a position with lesser responsibilities may come as a relief to him. Even if your workforce follow company rules most of the time, you will still have management issues. Before ever dismissing a jobholder, you should set up company policies and processes. In this case, you can dismiss the worker for job abandonment because she only gets 12 weeks of protected leave under FMLA. I think you would make a wonderful full-time mother." This is a obviously an illegal comment which will enrage the employee. After this, you want to state concisely and clearly your rationale for the firing. In the next chapter, we cover mass lay offs which are often easier for you than dealing with one difficult employee. However by including a reason for dismissal in your memorandum, you explain the basis for your decision. After your eyewitnesses have testified, the jobholder will tell his side of the story.

A well written firing workforce guide can help to ensure you take all proper steps to prevent any unfavorable action later. Despite what you may think, you cannot use employment termination to rid yourself of an employee with an alcohol problem. You dismiss this worker on the spot. Do not back down from your decision, and use the termination memorandum to guide you through the exit interview procedure. As part of this documentation, you must have the worker sign paperwork showing that he or she read the report. Also, it's disobedience that has severe consequences for the company.