Start a formal papers procedure and give consistent feedback to the worker. Dismissal notifications should always keep a level of professionalism that paints the firm in a favorable light. Normally, you use escalating discipline with the jobholder who has productivity problems or repeated minor misconduct. When the CEO doesn't answer right away, he calls the local business press. o Job loss on the account of lack of work. You should prove the worker got the warning. This means the head of the union organization sat down with the firm to negotiate terms of employment, terms of pay, as well as exact reasons that the firm can dismiss an employee. You don't want to start escalating discipline and find out later your management doesn't agree or, worse yet, discover the insubordinate individual is politically "protected.". Smart sole proprietors and managers use a worker termination form to help them conduct a separation meeting.

This is important to show the public, your workforce and a jury you didn't separate a whistle-blower for revenge. Of all the legal reasons, lackluster productivity and minor misconduct need the most documentation. o Ask for questions the employee may have about her termination and benefits. Passive Versus Active Gross misconduct. Many human resource personnel don't feel comfortable firing an executive level worker. Your first step is a thorough review of business policies including handbooks and any employment offer notifications that you gave the employee.