Once you identify a insubordinate worker, your first step is to counsel the difficult worker. How Progressive Discipline "Traps" A Disgruntled worker. He can never sue us for improper separation if we never terminate him. Firing an employee is a serious step and you should not undertake it lightly. If you decide on voluntary separations, the program is similar to what you learned in Chapter 10 for high-risk terminations. Policies for dealing with bad employees in this area differ from firm to firm. This policy should clearly make clear expectations of employee hygiene. Although much of this book has described how to terminate a single worker, this chapter discusses mass dismissals of workforce. If you're the boss, you should do it right. If, on the other hand, the costs (both in money and politics) are too great, then use one of the other choices in this chapter to upgrade your circumstances. In the rare cases where you can't settle and the jobholder is going to court, you must get yourself a good employment legal counsellor.

In this case, you can terminate the worker for job abandonment because she only gets 12 weeks of protected leave under FMLA. Be aware that a jobholder can use either these general or state specific exceptions to file a litigation. In these situations, it is more efficient to counsel person employees about their expected standards of behavior, and how they have acted wrongly. By following simple rules a business can remove troublesome workers quickly and quietly.