You did an inquest for insubordination (sexual harassment) according to the methods in Chapter 7. Your first agreement with the salaried monthly worker may have included a dismissal package in the event of separation. Nevertheless, if you feel that none of these are working and the only solution is dismissal of the involved employee, terminate the jobholder before he or she further harms your organization. The jobholder may also collect on any unpaid wages from the past two years. With this alternative, the jobholder may thrive under a new manager, which is good for him and the firm. Sometimes you just HAVE to get rid of the person because the cost of keeping him is too high.

Unfortunately, dimissing workers is part of doing business. So how long does it take progressive discipline to either rehabilitate or fire the worker? o Is it likely the employee will take suit against you and the company? The Perils of Employment termination. Not only does the business sacrifice performance, but the victim of this gossip may claim the business and its management have violated their rights. o Option 1: Sack Immediately. o How would you rate our performance evaluation method? o For bad performance: You fairly evaluated the jobholder against a reasonable job guideline or expectation. o The higher the termination risk, the higher the chance you'll face a lawsuit.