Updated: How to fire someone. Step-by-step.

January 2, 2009

Company argues that it has the right to freedom of religion (Severance Packages) - DailyTech

You don't need an air tight case to fire someone ... but you need to know these factors.

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Former Diskeeper employees Alex Godelman and Marc Le Shay filed suit against their ex-employer earlier this year (PDF) , accusing the company of firing them for refusing to sit through thinly-veiled religious indoctrination and join Scientology Continue
RELATED CONCEPTS But you should confront the insubordinate employee using the policies or procedures in place. The written reprimand memorandum could be just what the worker desires to correct the situation. If you're sure that this person is creating a poor work environment or detracting from the goals of your company, then you shouldn't hesitate to let him go. Get a legal counselor involved if you face something similar. Here's what to do when a jobholder is abusing your sick leave policy. Even if you think the jobholder is ineligible for unemployment, you must tell him how to file anyway. And you must document whether the insubordinate individual is making any effort to upgrade the quality and quantity of their work. Abusive language used by workforce directed toward supervisors or managers as well as other personnel is also disobedience. Lastly, when the incident occurs again, you dismiss the jobholder. Although a supervisor can identify a case for sacking a jobholder, the task of separating a worker is still difficult. For example, you have 10 people in your organization and your supervisor tells you should make a 20% cut.

If you are dealing with a troubled (or troublemaking) employee, this can be a blessing because without having to deal with insubordinate employees can be wearing, both to the workplace and the boss. From my experience, I have identified 3 basic items you should have before sacking any worker. If you decide to offer an exit interview, you should include the time, date and meeting place in the layoff notice. Also, if the jobholder is the type to sue, rate her as a "medium risk" layoff and give her a package in return for a release.

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You don't need an air tight case to fire someone ... but you need to know these factors.

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