Rarely is a worker ever dismissed on the spot unless that employee is a threat to the safety of other personnel or involved in criminal activity. They are also more likely to slack off on their duties and to fail to comply with your directives. State directly that you're terminating the worker and the effective date. These are big promises, but this Guidebook delivers them. You should document the company desires causing you to cut his job. The probationary period gives a boss leeway in firing a jobholder soon after hiring if he or she cannot perform the job. Misconduct: Sleeping on-the-job (Warn and then dismiss on next instance.) This is a practice that protects you as a small business owner and boss.

While it may not suit your culture or sensibilities to have a Hare Krishna among your staff, if he performs his job well, there is no legal reason for you to sack him. To prevent this from happening, you should systematically decide who to separate and then effectively communicate this to all personnel. Second, when you have a choice between 2 people with the same levels of performance, keep the guy most likely to file and stay on unemployment. To get more information, I suggest you get a book on employment law or talk with your legal adviser. On the other hand, a person with a deformed leg can handle a stressful position but can't stand or walk for extended periods of time. Once you have decided to lay off your personnel, you must decide when to let them know. They must improve their behavior, perform the required tasks and follow orders.