You must take a few precautions and then decisive actions when dismissing personnel for sexual harassment. These may include issues like endless tardiness, unreasonable absenteeism, consistently poor work quality, use of improper drugs on business property, acts of violence while on business property and many others. So when the manager fires a bad individual, the firm has complete papers of the jobholder's behavioral history. Take the time to gather necessary evidence, including an employee dismissal form, and call the employee in for a conference when tempers have had a chance to cool off. Likely nothing right now would taste sweeter than transferring the bad worker to a location halfway around the world. There are various degrees of disobedience, and you should not handle every case of misbehavior the same way. While it may not suit your culture or sensibilities to have a Hare Krishna among your staff, if he performs his job well, there is no legal reason for you to fire him. Other employees may file suit against you for failure to act on the problems you are having with the employee. With a medium-risk layoff, your legal exposure is larger because the jobholder has a litigious nature or because your papers is inadequate.

o If the employee is due a raise or a promotion while in progressive discipline, cancel or delay it. Where Do I Get A worker Warning Form? The second reason for this meeting is to help the company. Now and then we have an employee who gets the job done but is hard to work with. Since a strength of escalating discipline is documentation, you want to avoid it. Not only is this troubling, but fact that you need to layoff personnel usually indicates that your small company is not performing up to expectations.