FROM THE WEB: RELATED INFORMATION: In addition, the goal of a successful dismissal should be to keep the disruption to other personnel as little as possible. However you decide to terminate workers, you must do it consistently. In this case, you can terminate the employee for job abandonment because she only gets 12 weeks of protected leave under FMLA. However if the jobholder has access to computer network administrator accounts, business financial accounts or other easy ways to do damage, you may want to consider this option. What is the best way to affect your business's culture by changing its personnel? This tells them you are serious about the circumstance. If you terminate an employee for "cause," a clear, well-written statement of the rationale for the termination will inhibit any future law suit by the jobholder. After you investigate for misbehavior or reach your final step in the progressive discipline method, it is time to prepare for the termination. If you do, you will have greater success in protecting the small business from unlawful termination lawsuits.

Here's the standard approach you'll find in most books: To keep out of court, you must thoroughly document the worker's bad performance or misbehavior before you sack him. Because of this, we're reorganizing the firm to meet these new challenges. If the new hire repeatedly cannot meet the job requirements, then give him a oral warning. After all, the business is paying this employee to do his or her job. Also you might consider having another representative from the firm there. Regardless, your worker dismissal agreement will include the rights and responsibilities of both the employee and the firm.