Bad employees think they are entitled to misbehaving behavior. The rule is the same for everybody, so I should separate your employment effective immediately.". You don't ever want to give the employee the idea that your termination is open for debate or discussion. Medium Risk Terminations: When Test 1 And Test 2 Fail. When the conflicting stories are equally believable and there is a tie, you lose and the jobholder wins. While you should dismiss within 48 hours after an event, you also must remain composed during the lay off interview. Step 1: Get The First Report Or Reflect On What You Saw And Heard. These steps will make the lay off go smoothly for you, the company and the disgruntled individual. o What were the worker's excuses for the behavior? The longer a bad employee makes problems, the worse the workplace becomes. Once you have the evidence you must take action, don't hesitate.

You did an investigation for gross misbehavior (sexual harassment) according to the processes in Chapter 7. o The problem employee is politically "protected.". Using an exit interview policy, you'll leave emotions out of the dismissal meeting. With this in mind, treat each termination as an individual event.