When confronted about this behavior, you did not make any effort to increase your attitude. Tip #2: Take at least 9 months to lay off using progressive discipline. o Decision: Stop the examination right away. Therefore, you should appear unbiased when sacking an employee. We believe the best way to handle the situation is to react immediately and to confront the person using the policies or rules in place. Or, if the employee came in high from improper drug use, you must bring corroborators who can testify to his erratic behavior and physical characteristics (like bloodshot eyes or smelled like pot smoke). With these status meetings, you're in effect getting "pre-approval" for the firing. You should further back-up the jobholder separation form by added papers such as copies of relevant written warnings and worker evaluations, as necessary. The resulting drop in productivity will then cause your sales to plummet further decreasing employee esprit de corps. You must give them a chance to change their ways, but if they don't, you must sack them. o The worker has a great reputation outside the company and letting her go could hurt the small company's standing in the industry.

Tip #3: Expect to give a larger separation package when you should terminate immediately. Therefore, you must be keenly aware of how misbehavior and sacking are connected - namely how to go about sacking a jobholder who is misbehaving. Likely nothing right now would taste sweeter than transferring the disgruntled worker to a location halfway around the world. Written evidence is important for both communicating to the worker and providing a record for the business if a unlawful layoff litigation occurs.