When you have finished reading Chapter 10, you'll know how to dismiss a single worker. While not pleasant, keep in mind that firing workforce for misbehavior is necessary if you wish to build a strong and viable company. On the other hand, if the jobholder brings a copy of a notice he wrote to management, then this is acceptable evidence because it's firsthand knowledge. This is similar to the problem we've for dismissing for "bad attitude.". These may include a termination hearing. You hired 2 good-looking young women 2 months ago. You don't want a legal counsellor accusing you of discrimination in a unlawful separation suit. You redesign his job to meet his "needs." For example, when the worker is always late to work, you give him flextime or telecommuting privileges.

o The worker knew the performance standard, productivity expectation or rule of conduct. o Act of God at a business building (for example, an earthquake levels the manufacturing plant). To help in a law suit, you must impound the jobholder's computer. This is also an important step in avoiding illegal dismissal lawsuits. Occasionally, this leads to a jobholder filing a lawsuit against the business. Stick to the Facts in the lay off Letter. There are other alternatives in Chapter 5, but these are mostly the most practical.As a final alternative, you can always layoff the high-risk worker without a release, and let the chips fall as they may.