Q. We fired one of our truck drivers after giving him a written warning about continued lateness in completing weekly logs. Should we have taken any other action prior to his termination? —R.W., California
A. It sounds like you handled this situation correctly, but we'd need more facts to be sure. Remember, the “golden rules” when disciplining and terminating employees are consistency and documentation: Administer the same level of discipline whenever employees engage in identical or similar misconduct, and document the discipline given.
Also, make sure the punishment fits the crime. When an employee's conduct is very severe, it's OK to drop the hammer with one or no prior warnings. When the conduct is not as serious, applyprior to termination.
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- 10 Secrets to an Effective Performance Review
- When terminating a veteran, can we ask her to sign a waiver of employment claims?
- Beware contradictions in performance reviews
- Use progressive discipline—or prepare to pay unemployment even if conduct was outrageous
- Got wind of harassment? Fast action can cut liability