Even though the unemployment commissions favor the employee, you can fight an unemployment claim against a bad ex-employee whose claim is bogus. Here are some other alternatives: If the worker is a poor performer, you should put the jobholder into progressive discipline and give him a chance to upgrade. If you're dealing with a difficult employee and need a paper trail in case a dismissal is necessary, a jobholder written warning is a good place to start. As with the dishonest worker, an employee that pretends to not understand the job requirements is already trying to see how little he or she can get away with. Depending on the state, the penalty may not exceed 15 days at the worker's average daily earning rate as well as double any statutory costs, pay-outs and besides any reasonable attorney-at-law's fees paid by the employee.

If an employee acts problem consistently, then reprimands can solve the problem. In addition, you might say you are sorry the change in the business will also impact the employee, and you hope the best for them. Keep in mind the entire lay off notice must remain objective. Finally, Personnel managers need practical separation procedures and options more than anyone else. If the sacked worker wishes, she can release her frustrations and "inform off" management. In this presentation, you should show you gave several chances but he failed to improve. In this case, the next higher-level manager should do it. In step two, you should discuss the issue with the worker. By being fair and consistent, your workers will respect you and the company and give you the best job productivity possible. In the next chapter, we cover mass dismissals which are often easier for you than dealing with one disgruntled employee.