The problem with sacking a worker for not being a team player is the phrase "team player" is a subjective term. Only when you should dismiss for criminal or violent behavior should a layoff happen right away. You must to prove your point, proceed with the lay off and then go about business as usual. o Allow the worker to keep or buy company car. The passive misbehaving will consistently misunderstand directions. At times they can be the best for the disgruntled worker and the firm. This isn't the time to say comforting words, "Everything will be all right" or start blaming, "It's your own stupid fault". SAMPLE Separation Memorandum TEXT If Conducting An Exit Interview. o The sacked worker thinks he's better than he is and can't believe he caused his own termination. o Starts talking to Human resources about severance policies and benefits after dismissal.

The problem worker would be out-of-sight and out-of-mind. This is the best way to avoid legal battles if you eventually should layoff them. You must identify a pattern of inappropriate and problem behavior in your workforce. The First Step For Employee termination: Build Your Case with Progressive Discipline. No federal or state law compels you to give a severance to a dismissed employee. Often when you take over a new department, you'll have at least one difficult individual to deal with.