Q. We have an employee who was out six months with a heart condition. He has had
A. Before you consider termination, you should counsel the employee about his performance problems and follow your usual practice with respect to .
In that context, ask the employee whether he needs assistance in meeting your performance expectations.
If he declines (and because his doctor says he is able to work), you should treat him as you would any other employee with performance problems. If he indicates that he does need an accommodation, discuss with him his needs.
- 10 Secrets to an Effective Performance Review
- When can a Florida state agency terminate an employee for 'disloyalty'?
- Train managers: Sexual-Orientation comments are off limits
- Smaller raise can count as 'adverse action' that triggers lawsuit
- 'Aiding and abetting' discrimination can include giving false reasons for discharge