To keep your costs low, you should keep the high-risk employee working for you. o Put the worker into escalating discipline for poor productivity and misconduct issues. Or, if you run a Christian bookstore and your employee belongs to a satanic cult, you can separate.

You should to prove your point, proceed with the firing and then go about firm as usual. Other times, the boss will investigate, document the examination and then sack the employee. When it comes to creating dimissing disabled employee polices, you should understand that the person may have more reasons for claiming discrimination: the disability he or she has. When you go to write a specific notification, remember: this will probably not come as a surprise to the worker. This is the case even if you had good reason to layoff that person. Principles associated with misconduct. o Refusing to falsify business records, tax returns, or reports to government agencies. Of course, expect to settle with the employee and her legal counsellor, but this will for the most part be cheaper and less disruptive to the organization than leaving her job open indefinitely. You might make clear issues with attendance, disposition, money or overall job performance. The written notice template we provide gives an idea of how to draft a formal warning for unsatisfactory work, tardiness, or other infraction. This formal warning should show that you talked to the worker about the problem and that he or she is aware of it. This is your chance to summarize the evidence and make your case as persuasively as possible.