In Montana, the law requires any separation to be "for good cause." But as you learned in the last chapter, federal and state governments and judges have created over 30 laws preventing employers from firing for unlawful reasons. Action that is too forgiving will send the message that you will tolerate misbehavior can lead to trouble down the road as other workforce push to find your limits. It may not be the contrite outlook you would wish; the worker may respond in anger. If you want to discuss this notification further, give me a call at 555-555-1212. Dismissing a worker poses a certain number of obstacles. A voluntary package program usually means poor to average-performing employees are the only ones left. As long as your employees have good work habits and show up on time, you can't terminate them for being in jail as this is bias against their crime. Also by addressing the bad behavior directly, you're showing the bad individual that you are in charge and their behavior must change. In this meeting, you shouldn't inform the disgruntled individual what you're going to do about the bad behavior.

If you're dealing with difficult employees in your workplace, there are several things to consider before dealing with that worker. And, you should give the same information about personnel NOT offered "the package" in the same job classifications. After a sacking, a poor-performing former worker can disclose firm information to competitors, file grievances with agencies like OSHA, and return to the workplace threatening violence. Creating the documents necessary for terminating workforce for misbehavior can be a bit confusing and overwhelming. Terminating a worker is a delicate task and your notification is an essential part of that difficult process. Lastly, it is a good idea to have an extra witness for the company there when you give the employee the letter.