Q. The job performance of one of our employees no longer meets our standards. While she used to be a good worker, she's now making a lot of errors, coming in late from time to time and not getting along with her co-workers. We've talked to her about these issues, but her performance has not improved. If we fire her for
A. Probably. Poor work performance is rarely enough to constitute termination for cause or misconduct that would disqualify an individual from unemployment benefits. Your best hope for defending this type of discharge for unemployment compensation purposes is to have objective measures of performance, so that the egregious nature of the deficiency can be documented.
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- 10 Secrets to an Effective Performance Review
- Suspicious of claimed injury? Examine records carefully for prior problems
- What factors should we weigh when deciding whether to offer severance package?
- Squeeze the most value from your EAP
- No evaluations? You could be called 'Out!'