Escalating discipline is a method for rehabilitating a problem employee. More importantly, you should include facts that back up your reasons for terminating the jobholder. o The terminated employee thinks he's better than he is and can't believe he caused his own dismissal. o Has the boss estimated the termination risk properly? You can't fire an employee for taking FMLA leave. Generally, you don't have enough information to decide if gross misbehavior occurred. While a dismissal is always a regrettable and naturally emotional, it is far better to give everyone a day or so to cool off before beginning the lay off. Otherwise, your problems will spread to their coworkers or cause major disruptions in the company operations.

She may blame you for her terrible performance and conduct. Certainly, you would expect higher levels of performance from a senior worker than an entry-level employee. This law compels you to tell the workforce and the most senior elected local government official about the dismissal. o Reporting improper conduct whether true or not. Other post-separation processes will include providing personnel with severance packages, completing benefits packages and completing an early retirement package. Of course, expect to settle with the jobholder and her legal counsellor, but this will frequently be cheaper and less disruptive to the department than leaving her job open indefinitely. Seldom is the "real" reason for the firing an unlawful one.