Whatever your guidelines, you hold ALL your workers to them using progressive discipline. That brings the proprietor face-to-face with the need to remove those members of the personnel that can't adjust. Then you should suspend the employee until a thorough examination and tempers can cool down. You should even call up your small company acquaintances and personally refer the worker to the new employer. While it may not suit your culture or sensibilities to have a Hare Krishna among your staff, if he performs his job well, there is no legal reason for you to sack him. You then talk to eyewitnesses, gather evidence and draw conclusions. This will give you peace of mind when dealing with this problem employee. Whether it is on the account of a company downturn or bad behavior, you need to know the right steps to take before you even consider letting go the employee. Often laid off workers will file lawsuits because they feel the firm treated them unfairly during the layoff method. Once you have the substantiation you must take action, don't hesitate. o Tells you she's a victim of improper harassment or has a protected condition under employees' compensation, American with Disabilities Act or Family and Medical Leave Act.

Someone from Personnel is commonly a good choice. Your separation program will make the process go more smoothly for the laid off employee, coworkers, and the business as a whole. The troublemaker sends a business-wide e-mail asking everyone to protest the new co-pay with calls to the Benefits Organization and the CEO. Many states have passed similar employee-friendly statutes which are more favorable to employees and worse on small businesses. Since you can lay off a worker for his first incident of overwhelming misbehavior, you must conduct a thorough inquest and reach a reasonable conclusion about what happened.