What You must Know When Managing Problem employees. If you have an problem individual, you must begin the process for separating immediately. Owing to the conditions of your separation, further law suit will be in place and business lawyers will be in contact to discuss conditions of repaying the firm for (stolen or misused) business items. Keep the following question in mind when performing a layoff, "How would I like the business to treat me if I were the one being dismissed? In fact, he'll be expecting it because you recorded the lackluster performance and misbehavior through progressive discipline and investigations. In general, when your current workforce have a group health plan, you should let the ex-worker buy extended coverage for up to 18 months . He and his legal adviser need to convince the jury you separated him for a bad reason.

In this case, you put the worker into escalating discipline for failing to follow safety rules. If progressive discipline doesn't have an effect on the employee's behavior, then you should separate this individual. If the troublemaker is a poor performer, you must right away put him into escalating discipline and fire him when his performance doesn't improve. If you do the right thing for the firm - dismissing the disgruntled employee - then you know the worker will find someway to sue you or stir up trouble. ANSWER TO PART A: "Yes." You have a law suit coming for several reasons: 1) You're terminating the 2 employees because they're women and this is improper. However sometimes managing difficult employees is tougher. And then, lastly, termination is the last step in progressive discipline. If theft occurs again, you must lay off the jobholder right away.