These behaviors are obviously unacceptable and you must write up the poor team player for them. The employee forces you to spend enormous amount of time and emotional energy managing him. Then the employer should resort to progressive discipline with the jobholder. Verbal warnings used to be just that, but with the increased risk of lawsuits, you must document.

The employee will know that they are on shaky ground. The decision to terminate workers raises several different issues. You must treat the difficult worker with respect before, during and after the termination. o Has her legal adviser send you demand notices to complain about illegal treatment or to ask you to clarify your actions. This will keep you and the company protected from potential wrongful separation or discrimination lawsuits. The human resource workers may have to assess the circumstance and try to figure out what may be ailing the employee. Second, as we discussed in Chapters 2 and 3, a terminated employee will often sue you even when fired for legitimate reasons. The psychological reason for this meeting is to give the worker a chance to "have his say." He desires to tell someone from management how unfair you and the company have been. You may choose a documented reprimand notice or a letter that is a little less detailed yet informative to the jobholder. There is no need for the supervisor or personnel boss to return to school and get a degree in psychology. To qualify for these extra severance benefits, you agree to release unconditionally ABC Company and its representatives from liability for ANY claims arising from your employment including this termination.