Discipline and Termination: How to Avoid the Mistakes That Get You Sued

discipline terminationDisciplining and terminating employees is part of every managers job. When such situations are handled correctly you resolve problems quickly, get willing workers back on track and remove those who would be better off in another job.

Unfortunately, many managers and supervisors haven’t mastered the art of effective employee discipline and termination. Their intentions are good but they too often make avoidable mistakes that lead to escalated conflict, low morale and possible employee brought lawsuits.

All managers need to be aware of:

How to Terminate Poor Performers Within The Law
On the surface, terminating an employee for poor performance seems like a no-brainer. It’s nothing personal. The worker just isn’t getting it done and would be better off in another job. But even when a termination is 100% justifiable, managers must be extremely careful how they conduct themselves. Terminations, no matter how clear cut, are legal minefields.

How to Terminate an Insubordinate Employee Within The Law
When insubordinate or troublesome employees push you too far, it’s tempting to fire them on the spot. But acting rashly can get you into a world of legal trouble. Employees fired abruptly are far more likely to sue than those who are given warning.

Disciplining An Employee To Result In Positive Behaviours
Managers often see the stages of progressive discipline as the opening acts leading up to firing of an employee. They focus on creating a paper trail to protect against potential lawsuits. But too many managers overlook the positive role progressive discipline can play, and they miss out on opportunities to change behavior and salvage employees who are worth trying to keep.

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