Certainly, if the jobholder has been sent home because of an illness or injury and has not responded to numerous phone calls, e-mails, and written notifications about returning to work, this is a different case. Now and then, this can take on the form of workers who are comedians and spend more time being funny than doing work. The employee can't sue you for improper dismissal if you never dismissed her. Medium risk - You have a high chance of the dismissed worker suing you OR a high chance of losing in court. This, in turn, leads to anger and a suit to even the score. o Drinking while at work (Covered by Americans with Disabilities). The receivables accountant sues you for unlawful separation. Firing an employee based on emotion rather than sound reasons can result in serious penalties including devastating lawsuits.

To prevent this from happening, you must understand the basics of writing an employee firing memorandum. You can still lay off personnel for misconduct or violation of business policy. This allows the worker time to look for new work. o You wanted to rehabilitate the employee. o Misbehavior (not following minor expectations from supervisor). You should change your directives of the problem individual. The problem employee will cross the line at some time or another on your published standards and then you can discipline and sack her.