Employment termination for Alcohol Abuse. Firing a worker for alcohol abuse is tough, but not impossible. Although the leave is unpaid, the law compels you to continue the employee's group health coverage and pay the manager's part of the premium during the time off. Dear Andrew, I am writing to inform you that on August 7th, 2006, I am terminating your employment here at the Traveling Poetry Bag Shop. This is the generic opening line and it should work fine for you. The written reprimand notification could be just what the jobholder wants to correct the circumstance. First, make sure you have a worker handbook with rules and regulations of the workplace. After you investigate for misconduct or reach your final step in the escalating discipline program, it is time to prepare for the layoff. First, you can find someone in your department to coach the problem employee. However, if the employee normally does a decent job, and the disobedient disposition is a recent affair, then the human resource personnel may decide to help the worker. If it all fails, you may have to write a lay off notification and file the jobholder's position.

And, if the firing manager didn't give them already, you must bring the worker's final paycheck and severance check. If you fail to consider legalities and proper procedures, this method can cost your small business dearly. If the employee continues to be bad, however, you will have no choice but to carry through with rehabilitative actions. In total, there are roughly two dozen laws that protect workforce from being terminated. It also can prevent you from turning up on the wrong end of a illegal termination litigation. The written reprimand memorandum could be just what the jobholder wants to correct the situation.