If you devote all your time to it, you probably can complete it in a day. Executives: 1 month of pay for every year of service with a minimum of 2 months pay and a maximum of 1 year. And you want to be kind to him owing to the probably hardship on his family, years of loyal service or difficulty of finding another job. If the employee fails to improve as the result of progressive discipline, you'll have built a sufficient case to sack the employee without risk of facing a litigation. And, since she did a bad job, you shouldn't dump her on friends and associates. (Probably, her supervisor told her about the exit interview in the dismissal letter and meeting.) You should make the call the day before the meeting, if possible. In its simplest terms, disobedience is the failure of a worker to follow a boss's order. If you lay off for gross misconduct, your evidence must prove that a direct order was issued to an employee, that they understood it and that they refused to obey it. If you're a reader from outside the US, you should speak with your attorney-at-law as well to see what laws you should follow to have a smooth and legal layoff. As you now know, sacking an employee is not as simple as saying "you're separated." It's a legal method and is therefore much more complicated that it appears on the surface.

Although the leave is unpaid, the law compels you to continue the employee's group health coverage and pay the supervisor's part of the premium during the time off. If the hiring manager isn't available, then transfer the problem employee to a manager in her protected class. In the next chapter, we cover mass lay offs which are often easier for you than dealing with one difficult employee. In particular, you can't terminate a worker because she is pregnant. If a suit is filed, this wastes more firm resources.