Dismissing an employee can be very difficult and should always be handled with a lot of care and attention to detail. When a person first joins a new company, they should be asked to sign a contract specifying terms of dismissal. This contract should outline the fact that either the employee or the employer can terminate the employment at any given time for specific reasons. Ensure that you have a legitimate, business reason for dismissing someone. You should document all problems that you have with the employee in question and communicate that you have some issues with their work. You should give the employee verbal and written warnings outlining exactly what they should do in order to improve.

This will guarantee that they are aware of your problems and will give them a chance to rectify their mistakes. If the problems persist, you now know that you have more of a written case to support your claims. The employee is aware that they are not up to scratch and the pressure is now on them to amend their behavior or quality of work. Bear in mind that you run a far greater risk when firing an employee who has made prior complaints about sexual harassment illegal conduct of the company (preventing discrimination based on race, sex, disability, religion, or national origin).

Regardless of how you would like to handle this sort of situation, you should always confer with an employment lawyer before firing any employee or it could result in a lawsuit. This publication is for general information purposes only and does not constitute legal or professional advice. Consequently NewJobsIn.com Ltd cannot accept any liability for any action taken or not taken in reliance upon this information.

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