I recommend [Employee First Name] for any position which can take advantage of her experiences and skills. If human resource employees and small company owners keep our principles in mind, then we believe the laying off or separating of a certain employee can be good for the company. Step 3 in How to dismiss Someone: Perform an Exit Interview. However, if you believe the jobholder's performance can be altered, counseling workers is an intermediate step before sacking. The lackluster performance could be the results of a drug or alcohol addiction. And, if you're dimissing for an improper reason, you'll at least know you're inviting a lawsuit. For example you might suspect the jobholder is taking drugs so you can have her or him take a drug test. I need to let some of my more bad employees go, but I can't separate them for no cause. If you have questions, consult your attorney. Unless his or her misconduct is severe, it will take more than one incident to build a case against an employee.

Even if you don't own a company that involves working with food or with patients, you still have the right to demand a certain level of hygiene from your workforce. By sticking to policy and giving written warnings, personnel know that they are just a few bad decisions away from losing their job, and most of the time will reform their behavior. Keep in mind that if there is a litigation, a court can use your as proof against you and the company. If an employee has often failed to perform on schedule, you have likely provided warning notifications or counseling sessions which you have documented. It'll prove you discriminated and wrongfully fired the worker because he had a disability, alcoholism.