When you layoff an employee because of failure to follow directions, gross misconduct forms can serve as your first line of defense in protecting you from a illegal dismissal suit. When should you use disobedience forms? Many times the firm fires an executive level worker due to poor work productivity. With the termination, you should have a well documented case for cutting the worker's job. Since most workforce are good and hard personnel, it's to everyone's best interest (both workers and managers) for companies to share honest opinions about ex-personnel. You can never be too careful when sacking an employee and when developing an exit interview policy - the small business depends on it. Second, the jobholder is unlikely to sue and you have inadequately recorded a legitimate reason. You want these guidelines to list remedial actions, possible situations that could lead to separation, and the procedure one should go through to fire an employee.

To cover yourself, you must get your chain of command to agree with your dismissal decision. Then follow your company processes to the end and keep your personal emotions at bay. Many times the business fires an executive level employee due to poor work performance. Since you know how progressive discipline works, you may be wondering how it traps problem employees, especially one trying to work the system. o The jobholder is the spouse, significant other or current romantic interest of someone important in the business. Therefore this example is a high risk dismissal and you must do a negotiated lay off with him. o The performance problem is minor or the misconduct is unintentional.
Free access page concerning HR issues of Problem Employees Additional HR Resources. Managing Problem Employees The appropriate techniques for handling grievances and prevention More