Your Personnel department may have a procedure for tracking FMLA leave which you and the employee should use. No one but the supervisor, the employer's supervisor and the Hr department need to know the details. You should prove that you tried to help the jobholder upgrade. You have an problem individual who is willfully testing your authority. The layoff and reprimand notifications need to be precise and represents the professionalism of a business's policy.

You'll either see the gross misbehavior firsthand or, more probably, you'll hear about it from a worried employee. Nonetheless, you may need to dismiss the high level worker for the survival of your company. o Remove the employee from phone and e-mail lists. The jobholder has the right to know why you are sacking him. o Using unlawful drugs while at work. Unfortunately, automation means enterpreneurs must lay off more workers. Often, you don't have to sack because the pressure forces the worker to resign. This gives him 60-90 days for each warning level to improve. They often limit your flexibility on what you can terminate for and how you can sack. Other workforce, however, may merit such consideration, and a short notice of recommendation may take the edge off the unpleasant circumstance. Personal Problems Can Turn Good Employees into Difficult Ones.