March 31, 2010
The probationary period gives (Lay Off Employee) a supervisor leeway in
The probationary period gives a supervisor leeway in firing a worker soon after hiring if he or she can't perform the job. These forms show the termination is unbiased and not "spur of the moment." You may "fire" a worker because of his or her behavior or work productivity. Remember a termination for cause is never anyone's fault except the worker who stepped outside the guidelines of the company. Once you have stated your grounds for terminating, give the details of the firing package. With a good notification, you can uphold a calm, professional manner no matter what the jobholder says or does in the termination meeting. Or, if your business is big enough, you can transfer him and give your problem employee to another supervisor. Worse yet, this will get back to the rank-and-file and cause esprit de corps problems. Then follow your small company procedures to the end and keep your personal emotions at bay. The jobholder will at times get angry. what to say when separating a jobholder.
The "judge" is called a hearing officer or sometimes an administrative law judge. While human resource departments have workers with skills in this area, you may work in a small business that does not offer such support. Therefore, treat this situation like a high-risk dismissal. To be successful in managing insubordinate employees, the manager should try to understand the dynamics working on the worker at the time. To fire her, you just keep writing up your observations of her difficult behavior.