Are you frustrated with an employee who seems to never get the job done right? Before you terminate her, give her plenty of opportunity to improve. Show her what she is supposed to do and document when she doesn’t.
When you finally terminate her, she won’t be eligible for unemployment benefits because you can say she was terminated for misconduct.
Recent case: Carla was a chemical-dependency counselor with a caseload of 50 clients. Part of her job required careful patient charting within 10 business days of a counseling session. Despite numerous warnings, she couldn’t keep up. As a result, the state cited the employer for poor record maintenance.
Carla was fired and applied for unemployment. A court ruled she shouldn’t receive benefits because her poor work amounted to misconduct. (Thompson v. Specialized Treatment, No. A11-1766, Court of Appeals of Minnesota, 2012)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Are we allowed to require a certain amount of advance notice for resignations?
- Set objective criteria for renewing employee contracts
- Include past conduct in 'for-cause' clause
- Don't let FMLA request stop discipline that was already in the works