Get a lawyer involved if you face something similar. For this to happen, the disabled employee will first need to file paperwork with the state government. Finally when this fails, the boss can choose to terminate the worker. In a perfect world, the company will never need to use the employee discipline form. How will the termination affect customers or clients?

If the jobholder resists all attempts for rehabilitation, your only choice is employee termination. And, you'll avoid the legal minefield which often occurs with an unceremonious dismissal. If you ask the worker to do work within his or her job description and within business policy, the jobholder should comply. If, however, you sacked him for repeated minor misconduct or for gross misbehavior, then the ex-employee isn't eligible. If you layoff an employee for gross misconduct, you must have valid reasons and document it suitably. First, documenting violations of business policy tells the workforce you mean firm. 10) Ask if the jobholder has any questions about the termination, the severance benefits, the separation package or your help finding another job. First, you won't have any papers justifying the firing. If she sacked him, could her baker come back and sue her for illegal separation? Be sure to keep a copy for the business records, and if you should mail a notice (if a worker works off-site), then use certified mail. All Rick and Maria have to do is come up with a $250 court filing fee and hire an attorney-at-law on contingency.