Dishonest workforce are a danger to both the firm and employee morale. In these cases, don't use progressive discipline because it invariably leads to layoff. Before holding the dismissal meeting, set the firing notice aside for a day or two and then reread it to ensure it says what you mean it to say. Let me give you an example of each: For example, someone who's a poor team player would probably do the following. Even a chronically late problem individual can cause safety problems as other workforce try to pick up the slack or to speed up and catch up on production when the jobholder finally makes it in. Failure for nurses to follow employee hygiene methods can spread illness among patients. However, it is best not to be impulsive and assume you have a bad apple when what you really have is an otherwise conscientious worker who is under some kind of stress that could be helped. Gross misconduct: Stealing $5300 from the business (Fire right away.) A individual that fails to complete the duties you have assigned to him or her is also presenting early signs of employee gross misconduct. Its goal is to "fix" the difficult worker.

If you ask the jobholder to do work within her or his job description and within business policy, the employee should comply. If the worker continues to be bad, however, you'll have no choice but to carry through with remedial actions. In particular, for performance problems and minor misbehavior, written warnings serve as notice of the guidelines and your expectations. In that event, you need to be ready to follow good methods for lay off.