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Employee Reprimand

 

When your employee is performing poorly

How to Terminate an Employee While Limiting Your Legal Risks

Why is it the worst employees, the ones that you simply must fire, are always the ones most likely to sue you? Many small business owners and Human Resources Managers find themselves asking this question. They must know how to terminate an employee while limiting their liability if the case goes to court. With the sue-happy nation we live in, it is easy for a terminated employee to bring a case against you and claim that you had no real ground for termination. In fact, the employee may claim that you discriminated against him or her. This can get you in both financial and legal troubles. Therefore, you must know how to terminate an employee properly to keep yourself out of hot water.

How to Terminate an Employee Step 1: Document

The first step you need to take when terminating an employee is to document everything. You may think that writing down every little detail is time-consuming and tedious – and it is.

This is continued here

 

Employee Reprimands: How and When to Use Them


What to do when the employee ignores your reprimand

 

Many human resource personnel and small business owners handle their employee reprimand procedure in different ways. Is there a wrong way to warn an employee? Most employers answer this question with experience, and with individual employees. The focus should be on how to best bring around an employee that is out of line.

Employee reprimand occurs for many reasons, like late arrival to work, insubordination, poor work performance, or other policy missteps. The reprimand can come as a written warning, dock in pay, or just a simple discussion about the problem. Many employees react positively to an employee reprimand done professionally and without malice.

How to Issue an Employee Reprimand

Confrontation. It can be scary for many human resource personnel or small business owners. The act of taking an employee aside and criticizing them can be stressful and sometimes backfire. By using a condescending tone with an employee, a human resource person or small business owner runs the risk of alienating the employee and doing more damage than good. So, they should consider the offense and craft a standard reaction to that infraction.

We all have favorites, from favorite sports teams to favorite friends. In the workplace, showing favoritism to one employee can alienate the rest of the staff. An employer should be wary of doling out light punishment for an employee reprimand simply because they like the employee who acted out of line. It can do damage to the morale in the office or work environment. But it also sends the wrong message to the reprimanded employee, one that tells them they can do it again and again.

So what is the right way to confront an employee? By being honest and following the precedent in place. If an employee is late to work three times in a six-month period, then maybe a loss of a vacation day is in order. It is up to the person in charge to decide the employee reprimand, just be sure to follow through with other scenarios in the same way. Always respect the employee and try not show favoritism.

Owners and managers dole out employee reprimands many different ways, but by being up-front with employees about the rules, enforcing those rules and fostering morale in the workplace, many employees will react positively. Be sure to hand out warnings as a sign of something worse to come, but do so with the betterment of the business in mind. Unfair or unpredictable treatment can affect the morale of the entire workplace.

If you're fed up with your employee's behavior, this is how you legally terminate

 

   
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