FROM THE WEB:
The rights of unionized employees to have a union representative present during investigatory interviews were announced by the U.S. Supreme Court in a 1975 case (NLRB vs More
RELATED INFORMATION: o The adequacy of your documentation about the jobholder's poor performance and misbehavior or the business reasons requiring the job elimination. More than probably, some will be happy to see that individual go while others will feel disappointed. With this in mind, treat each lay off as an individual event. Step 5: Make your final presentation. On the other hand, a person with a deformed leg can handle a stressful position but can't stand or walk for extended periods of time. The answer to this is "NO." Since high paid personnel are for the most part your older workers, they'll claim this selection guideline leads to illegal age bias. For the most part, you don't have enough information to decide if gross misconduct occurred. Specifically, it shows you spoke with the difficult individual before deciding on a warning to find any mitigating causes. Whether you fire employees for performance based reasons or on the account of business wide lay offs, this particular chore is never one to approach lightly. Your termination notice wants to get to the point quickly and not give more information then necessary. Since an bad employee thinks he or she makes the rules, you will discover the employee will also decide when he or she wants to work and will set his or her own work pace.

When you sit down to let the jobholder go, you must be sincere, but professional. The dismissal is not a personal attack, but just a way to keep the well oiled machine that is the small business running smooth. You must know with certainty whether you have proper papers. The exception to all this is if she has insubordination and then you can sack her immediately.