By closely following the letter, you will know exactly what to say. According to our company policy, I'll be placing a copy of this written warning into your permanent personnel file.". Depending on your political circumstances, you may want to consult your management before beginning escalating discipline. In short, managers must carefully handle this serious offense within the boundaries of "due procedure.". Will the firm suspend the worker, will it dock pay, or will it lay off the employee?

but this will never happen when you follow my advice. By following a formal procedure and making your termination memorandum employee foolproof, you are protecting the small company and, at the same time, minimizing disruption in the workplace. Just as you're about to dismiss her for another safety violation, she injures herself again and goes out on workforce' compensation. As a manager, you must eventually make it clear to the jobholder that their work should take priority during company hours. For example, you can separate someone for being a Dallas Cowboys fan - clearly a stupid reason unless, of course, you live in Washington DC:). In other words, do whatever you can to change the difficult worker's annoying habits or sack the jobholder outright. If you don't have enough evidence or appropriately recorded evidence, you can not build a strong case to back up your separation decision. Likely, the individuals laid off were friends with some of the remaining workforce. If you decide the problem employee did commit a gross misconduct infraction, you can layoff right away. For example, if a truck driver gets a drunk-driving ticket while off duty, you can separate.
allAfrica: African news and information for a global audience The Monitor (Kampala) EDITORIAL 17 April 2008 Posted to the web 16 April 2008 Continue