You may assume that an employee who obviously isn’t meeting expectations will simply go away when you fire him. Don’t bet on it. He’ll probably apply for unemployment.
Be prepared to show exactly why you terminated him.
Recent case: Kevin Moore worked for Habitat for Humanity at its retail store. He was late 26 times in 10 months, frequently ignored direct orders, was sometimes rude to customers and generally wasn’t a reliable employee. When he was terminated after receiving multiple warnings, he filed for unemployment.
Fortunately, Habitat for Humanity was prepared to show exactly why it had fired Moore. It had detailed examples of his failure to satisfy even the employer’s simplest reasonable expectations. He didn’t get the benefits. (Moore v. Habitat for Humanity, No. 11-AP-756, Court of Appeals of Ohio, 10th Appellate District, 2012)
Like what you've read? ...Republish it and share great business tips!
Attention: Readers, Publishers, Editors, Bloggers, Media, Webmasters and more...
We believe great content should be read and passed around. After all, knowledge IS power. And good business can become great with the right information at their fingertips. If you'd like to share any of the insightful articles on BusinessManagementDaily.com, you may republish or syndicate it without charge.
The only thing we ask is that you keep the article exactly as it was written and formatted. You also need to include an attribution statement and link to the article.
" This information is proudly provided by Business Management Daily.com: http://www.businessmanagementdaily.com/31410/plan-how-you-will-contest-bid-for-unemployment-benefits "
- Can we terminate worker to keep domestic violence from spilling over into our workplace?
- The risky business of sending e-mail
- Murphy Ford created self-fulfilling Murphy's Law
- 4 employment law lessons from the courts
- Watch out for overt harassment, but don't sweat isolated--possibly misinterpreted--comments