There’s so much legal maneuvering required when building a case for termination. I watch the employee’s personnel file get thicker. When it reaches two or three inches, I’m probably safe pulling the plug.
Don’t get me wrong. I understand the need to give everyone a fair chance to improve. I’m never impulsive, like in the movies when the boss yells out “you’re fired” on a whim.
What a court would think
From the moment you sense that an employee isn’t working out—and you set in motion disciplinary steps—you have to imagine a judge and jury watching your every move. That way, you can stand behind your actions without feeling embarrassed or guilty.
For example, I never “paper” a personnel file with memos written from memory. If you terminate first and then justify it later in print, a...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- 10 Secrets to an Effective Performance Review
- How to Write Meeting Minutes
- Professional organizing: Stay on top, keep it secure!
- Don't tolerate insubordination, rudeness
- Insubordination is grounds for denying unemployment
- Harassment victims aren't immune from discipline; document actions