Employee Write Ups - 5) Compare performance to a standard. If you

5) Compare performance to a standard. If you feel you can't approach a jobholder calmly, you must leave it in the hands of an Hr manager. Now and then these personnel have a following of other coworkers who are just as abusive and misbehaving. If a jobholder costs you too much money, time and worry, then you're doing yourself a big favor in separating him. (Don't layoff everyone in a group meeting because this is an undignified way of separating workforce and can lead to lawsuits.) (See Chapter 7 for how to sack for gross misbehavior.)

After the early pleasantries, you inform the high-risk employee immediately you're offering him a package. As a small business owner or Hr supervisor, writing a lay off notification may be one of the more difficult parts of your job. Decide who will run the firing meetings and who will be witnesses. If you're strict and don't allow many exceptions with attendance, you can layoff using the first method. Do not let the imagination of the laid off worker run wild with bias suit ideas. It briefly outlines the problems you're having with the employee and spells out what will take place if the employee fails to correct his or her behavior. It's unlikely the employee will sue you and, if he does, you'll likely prevail. If you wait even a day or two to act on a problem, the workforce think that you accept the situation. Your letter should detail exactly what happened and why this was against the rules, and it should set up a time for the jobholder to meet with you.