Your only choice is to dismiss this worker. More likely, you want to lay off her because her performance is below average or because the firm can no longer afford the higher wages and benefits associated with her seniority. o Step 6: Write the termination notice (low and medium risk terminations only). When confronted about this behavior, you did not make any effort to upgrade your outlook. You must avoid any discipline that embarrasses your worker, especially in front of other workforce. Your people are only giving reference interviews for "good" ex-employees. o Have you thoroughly documented the jobholder's productivity problems and minor misconduct? o A discipline meeting with a final written notification according to the Chapter 6 procedure, or. Firing Employees in a Fair Manner. This step only applies to larger businesses. While explaining the increased package, you should stress how valuable and fair it is. You must make sure your employee clearly understands the rationale for the separation.

o Option 10: Terminate Or Reassign The supervisor. Similarly, extreme disciplinary action for a minor infraction can lead to a drop in worker esprit de corps and cause a fall in productivity. You should expect an impasse which now and then happens with negotiated dismissals. Many sole proprietors don't sack a insubordinate individual because they fear a law suit or other lawsuit.