You can dismiss the jobholder for this. o Step 2: Decide how to dismiss. When there are economic reasons for separating a worker, consider several factors. Whatever your guidelines, you hold ALL your personnel to them using progressive discipline. When you get the time, you must read the remaining chapters. You should print it on company letterhead.

The best way to document terrible performance and minor misbehavior is through progressive discipline. This will give you satisfactory evidence to show the jobholder knew the guidelines, and you tried to rehabilitate her. When the rubber hits the road and all else fails, you may have to sack this person. This often occurs even when the jobholder knows they have conducted themselves badly, either in work performance or on minimum behavior standards. o The higher the lay off risk, the higher the chance you'll lose the lawsuit. Your standard package is what you normally give workforce when you layoff them. Yes, you must consider all of these protections when you sack someone. With progressive discipline, you destroy the insubordinate worker's legal case. Generally other workforce have to pick up added work so the project gets done leading to inefficiencies.