Unfortunately, there are times when you must go about firing a disabled worker for reasons other than their disability. o What would you recommend we do to keep excellent employees in the future? o Filing an EEOC Complaint by the employee. When a verbal notice fails, the written notice will often get the worker to upgrade. The jobholder will at times get angry.

While it may not suit your culture or sensibilities to have a Hare Krishna among your staff, if he performs his job well, there is no legal reason for you to dismiss him. There are federal, state, and local laws that regulate employment termination. Using my Separation Risk Estimate & Protection System(tm), you decide if the risk is low, medium or high. When you feel comfortable with the consequences, go ahead and dismiss the bad worker. You're guaranteed some lawsuit for age bias. o He or she has recently rejected another job offer to stay with or go to work for the business. Therefore, you should watch for an employee that has difficulty concentrating or following directions, as this worker may develop into a major problem for you and the business. To give yourself your own legal recourse, make sure you always use a well thought out, professionally written warning of lay off. When a jobholder is violent, caught stealing from the company or threatens the safety of other coworkers, you have a cut-and-dry case for dismissal. While you must advise them in person, a sample written notification or layoff can make it easier on you and the jobholder. Problem employees think they are entitled to insubordinate behavior.