How to Legally Terminate Employees With Attitude Problems
Attention, All Managers: Bad Attitudes Are Infectious and Must Be Stopped!
Don’t Let Problem Employees Devastate Productivity, Drain Your Time and Energy,
and Destroy Your Team’s Morale!
You know these employees all too well. She’s the one whom everyone dreads
working with. He’s the one with a negative attitude that’s infecting your whole
team. They’re sapping morale ... productivity is declining ... and work is
becoming just plain miserable for all those who have to deal with these non-team
As a manager responsible for team results, you know something must be done.
But your hands seem tied — it’s not like these employees are tardy, absent, or
stealing. So, you keep trying to coach them to improve. You discipline them. You
flat-out warn them to "shape up or ship out." And, nothing seems to put a dent
in the sour attitudes that keep walking into work day after day.
There’s nothing you’d like more than to make these problem employees go away
— but yet you wonder — can you really fire an employee over an attitude problem?
You Don’t Have to Put Up With Rotten Attitudes! Learn How to Legally
Terminate These Morale Killers
In today’s litigious world, terminating employees is an emotional and legal
minefield for managers and supervisors. And that’s probably why you’ve never
felt confident enough to terminate these problem employees before now.
We don’t blame you for being nervous. In fact, before you embark on any
termination process, it’s best to get expert answers to the questions you have.
And that’s why attending this seminar is so important: It’ll empower you with
the rock-solid know-how you need to act with confidence as you terminate problem
employees who are damaging productivity and wreaking havoc on your team’s
Firing Problem Employees Isn’t Just a Good Idea — It’s VITAL to the
Success of Your Entire Team!
Dealing with employees who have bad attitudes is critical for you and your
team. After all, when you don’t deal with the problems on your team, in time,
those problems will spread.
And remember that problem employees not only damage team morale, they can
ruin your relationships with customers, vendors, and management within your
organization. Don’t allow the situation to get worse! Make plans to attend this
critical training for all managers today!
What You'll Learn:
Many managers subject themselves and their entire teams to the pain and
aggravation of working with employees who have rotten attitudes. Why? Because
they mistakenly believe that there’s nothing a manager can do about these
The simple fact is that there IS something you can do: You can FIRE them!
Employees with lousy attitudes are not "untouchable." This enlightening one-day
workshop will help you understand your rights under the law.
Attend this seminar and you’ll learn how to:
- Confront employees who won’t admit they have attitude problems
- Know for sure when you should discipline an employee vs. when it’s time to
- Understand key federal employment laws and regulations related to employee
- Decrease your likelihood
Who Should Attend?
This seminar should be considered MUST-HAVE training for anyone in a role
where they have the authority to terminate an employee. Without it, you and your
organization are leaving yourselves wide open for lawsuits.
Don’t take a chance that a simple mistake could land you in court! Enroll today
and learn how to take the fear and confusion out of terminating employees.
Before You Consider Termination
- Coaching techniques that will prove in court that you tried to help an
- The top 4 frustrating discipline problems you’ll face as a manager — and
how to solve them
- Making sure all your pre-termination counseling sessions are legal
- Exploring all your alternatives to firing before following through with
the termination meeting
- When to bring in your HR department for help and advice
- The 5 steps of progressive discipline
- How to handle the employee who refuses to sign a written warning
Taking the First Steps Toward Firing an Employee
- Why terminating someone with an attitude problem requires preparation and
- Common misconceptions that may be keeping you from firing problem
- The best method for documenting problem behavior
- What to do about "good performers" who have a poisonous attitude that
- The link between behavior and attitude and job performance
- 3 tips that tell you when an employee must be fired
Legal Considerations and Cautions
- Legally acceptable grounds for termination
- What are your responsibilities as an employer? What are your rights?
- Ensuring your termination procedure is legally airtight
- Unlawful reasons to terminate
- How to clearly establish a termination was for just cause
- If you are sued: legal documentation you’ll be expected to provide in
Handling the Termination
What to do and say before ...
during ... and after firing someone
The best place and time to
terminate an employee
How to react to the employee who
begs for a second chance — be careful about what you say
A proven plan to follow when you’re
forced to reduce staff
Why releases and grievance
procedures can be your best legal protection
Emotions During the Termination Process
How to anticipate and handle
employee emotions during a termination
Rules you must follow when letting
a hotheaded employee go
How to avoid the one method of
firing that will destroy your remaining staff’s loyalty and confidence in you
How to handle the personal stress
of firings and layoffs
Seminar Check-In: 8:30 AM
Seminar Class 9:00 AM - 4:00 PM