If your company doesn't have a Hr Group, then a manager in another department would be the next best choice. By using a condescending tone with an employee, a human resource person or small business owner runs the risk of alienating the employee and doing more damage than good. In the next chapter, we cover mass layoffs which are often easier for you than dealing with one difficult worker. Finally, give some thought to the remaining employees and how your separating a salaried monthly employee will affect them psychologically. Also, if the employee is the type to sue, rate her as a "medium risk" dismissal and give her a package in return for a release.

As long as you're acting within the letter of the law, then yes you can hire or dismiss for no reason at all within the scope of at will employment. But when the bad employee listed a false employer, then you can separate immediately. It is important to remember a court can use this memorandum as legal substantiation in the future, so it is important to draft a copy and have someone else in the human resource organization review it. By taking all the blame for the business's troubles, you'll look like a true leader who can handle responsibility and can learn from her or his mistakes. How did the employee react to her or his evaluation? Although management should allow workforce time to grieve for their coworkers, they also need to refocus the department quickly on new goals and objectives. Every company, no matter how large or small, has insubordinate employees. If it becomes a public matter or if the offending photo contains anything that identifies the small business, you're probably in the clear as well. * The employee should directly refuse to carry out the order, not simply fail to do it. As you can see from these 7 roles, an Human resources professional is a key partner whenever a boss decides to terminate an employee. I want to know if you felt like your boss treated you unfairly and how the business could upgrade.