Whatever the specific difficult personality you're dealing with, there are several tips to make it easier. So, have your Hr supervisor or employment legal adviser review your separation contract to be sure it complies with state laws. This has legal ramifications, whether the employee is away owing to a childbirth, a back injury or a simple cold. Your next step is to consider what the problem worker has told you and decide whether the circumstances need a warning. This would include first a oral notification followed by a written notice pointing out to the employee his or her job is in jeopardy if the problem behavior should continue. The jobholder may also get flustered easily, have strained relationships with other personnel, or may have irritable outbursts while on-the-job. o Put all the worker's take home materials (dismissal notification, separation settlement, COBRA notice, final paycheck and severance check) into a folder for easy access.

Terminating a High Level Employee Effectively. When you discuss the separation agreement, you must sell the package without being overt. Once the jobholder realizes you're checking the circumstance, their behavior may improve. Set a target date for the high-risk employee to leave the firm. When the manager has no evidence and gives no legitimate reason for separating, the courts typically favor the jobholder. Firing a high level worker garners much attention from other personnel. When other employees see a coworker getting away with disobedient behavior, it encourages them to act the same way. o Registers and qualifies ex-workers for unemployment compensation.