Dealing With Difficult Employees in the Office
By Jennifer Barnes, Founder & CEO
When terminating an employee for misconduct during the COVID-19 pandemic, employers should not stray from their established progressive disciplinary policy and procedures. If the employee has yet to meet the agreed upon required corrective actions and they are on their “final warning” phase of the progressive disciplinary policy, the employer should be able to pull the trigger and move to terminate. It is extremely important that the employer has documented the progressive discipline and if done well they should be able to terminate without fear of legal recourse.
The only time you would need to hold off on a termination is if the following has occurred:
When the employee is working remotely, planning and coordination are key to a successful termination. I recommend having a termination checklist that outlines who needs to be involved prior, during, and after the discharge has occurred. In addition, a plan should be in place on how to retrieve company-owned property, how the employee’s personal belongings from the individual workspace will be returned, final pay, and shutting down of electronic access to company systems. All the items should be addressed during the discharge meeting.
Jean Tesone, Sr. Human Resources Manager, Optima Office
If you need HR assistance during this time, or any time, please contact Optima Office to speak with an HR specialist today. 858-283-1234
DISCLAIMER – Due to the daily changing environment and guidelines being provided by the government, this information could be outdated. Please contact our office for the latest updates and guidelines. Optima Office is not responsible for any actions taken due to the information provided. The information provided here is for instructional purposes and does not represent legal advice being given by Optima Office.