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Employers Rights: How to Legally Terminate Workers With Poor Attitudes Presented By: This manual was created for online viewing. State specific information in this manual is used for illustration and is an example only. MAIL: P.O. Box 509 Eau Claire, WI 54702-0509 • TELEPHONE: 866-352-9539 • FAX: 715-833-3953 EMAIL: [email protected]WEBSITE: www.lorman.com • SEMINAR ID: 399656 Biagio W. Sciacca, PhD Intelligent Motivation, Inc.

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Page 1: How to Legally Terminate Workers With Poor Attitudes · How to Legally Terminate Workers With Poor Attitudes Presented By: This manual was created for online viewing. State specific

Employers Rights:How to Legally Terminate

Workers With Poor Attitudes

Presented By:

This manual was created for online viewing. State specific information in this manual is used for illustration and is an example only.

mail: P.O. Box 509 Eau Claire, WI 54702-0509 • telephone: 866-352-9539 • fax: 715-833-3953email: [email protected] • website: www.lorman.com • seminar id: 399656

Biagio W. Sciacca, PhDIntelligent Motivation, Inc.

Page 2: How to Legally Terminate Workers With Poor Attitudes · How to Legally Terminate Workers With Poor Attitudes Presented By: This manual was created for online viewing. State specific
Page 3: How to Legally Terminate Workers With Poor Attitudes · How to Legally Terminate Workers With Poor Attitudes Presented By: This manual was created for online viewing. State specific

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Page 4: How to Legally Terminate Workers With Poor Attitudes · How to Legally Terminate Workers With Poor Attitudes Presented By: This manual was created for online viewing. State specific
Page 5: How to Legally Terminate Workers With Poor Attitudes · How to Legally Terminate Workers With Poor Attitudes Presented By: This manual was created for online viewing. State specific

Employers Rights:How to Legally Terminate Workers

With Poor Attitudes

©2017 Lorman Education Services. All Rights Reserved.

All Rights Reserved. Lorman programs are copyrighted and may not be recorded or transcribed in whole or part without its express prior written permission. Your attendance at a Lorman seminar constitutes your agreement not to record or transcribe all or any part of it.

Full terms and conditions available at www.lorman.com/terms.php.

This publication is designed to provide general information on the topic presented. It is sold with the understanding that the publisher is not engaged in rendering any legal or professional services. The opinions or viewpoints expressed by faculty members do not necessarily reflect those of Lorman Education Services. These materials were

prepared by the faculty who are solely responsible for the correctness and appropriateness of the content. Although this manual is prepared by professionals, the content and information provided should not be used as a substitute for professional services, and such content and information does not constitute legal or other professional

advice. If legal or other professional advice is required, the services of a professional should be sought. Lorman Education Services is in no way responsible or liable for any advice or information provided by the faculty.

This disclosure may be required by the Circular 230 regulations of the U.S. Treasury and the Internal Revenue Service. We inform you that any federal tax advice contained in this written communication (including any attachments) is not intended to be used, and cannot be used, for the purpose of (i) avoiding federal tax penalties imposed by

the federal government or (ii) promoting, marketing or recommending to another party any tax related matters addressed herein.

mail: P.O. Box 509 Eau Claire, WI 54702-0509 • telephone: 866-352-9539 • fax: 715-833-3953email: [email protected] • website: www.lorman.com • seminar id: 399656

Prepared By:Biagio W. Sciacca, PhD

Intelligent Motivation, Inc.

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Employer’s Rights: How to Legally Terminate Workers with 

Poor AttitudesBiagio W Sciacca

CEO Intelligent Motivation, Inc

Intelligent Motivation, Inc. Enhancing Careers, One Idea at a Time

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What is the Value of an Idea?

• We will cover several dozen high impact ideas today

• Some will work for you

• Some will not

• Embrace the ones that will

• Disregard the ones that won’t

Intelligent Motivation, Inc. Enhancing Careers, One Idea at a Time

The Slight Edge Concept…

• Did you know…• The person that earns $200,000.00 doesn’t work twice as hard as the person that earns $100,000.00 per year?

• …or twice as long?• The difference is in WHAT is being done!

• Professional Golf Match

• Horse Race

• The Difference is called: The Slight Edge!

• Capture the ideas that will work for you, then put them into practice! TODAY!

Intelligent Motivation, Inc. Enhancing Careers, One Idea at a Time

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Ah – Ha…

• What is the best idea from each slide?

• How will you use that idea NOW?

• Can you involve others in the implementation of the new idea?

Intelligent Motivation, Inc. Enhancing Careers, One Idea at a Time

Ideas create enthusiasm and enthusiasm is contagious! 

Questions to Consider First…

• Is it them, is it you, or is it the culture?

• What caused this employee to turn negative…?

Intelligent Motivation, Inc. Enhancing Careers, One Idea at a Time

At Will Employee? YES! Well, maybe…

• Discrimination negates at will• Watch out for “just cause”, that is fired for cause only: implied contract• Whistle Blowers, Public Policy, etc.

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Let’s Look at Attitude First…

• What is an attitude?

• An attitude is a habit of thinking.

• Should we care where our workers attitudes come from?

Intelligent Motivation, Inc. Enhancing Careers, One Idea at a Time

Each of us hire workers with a predefined set of attitudes. Are we hiring for the set of attitudes that will guarantee job success?

Do we even know what they are?

Let’s explore habits…

Let’s Look at Attitude First…Habits

• If an attitude is a habit of thinking, then the formation of habits works for attitude just as any other habit…

• Habits are formed through repetition. • We will know our employee’s attitude (habits) when we observe them on the job, but by then it might be too late.

Intelligent Motivation, Inc. Enhancing Careers, One Idea at a Time

Think about this:

Pre employment assessment may be the best tool you have to hire the person with the closest “predispositional fit” with the culture of the organization.

Are you using them?

So, the initial question becomes…

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Are We Hiring Correctly? 

• Can we avoid poor attitude if we hire better?

• Are we asking them behavioral based questions?

• Are we checking job references?

Intelligent Motivation, Inc. Enhancing Careers, One Idea at a Time

Think about this:

Anyone can behave any way we want them to for an hour!

Even a 5 year old….

How about a 35 year old…?

Is Termination the Correct Solution: Thoughts Prior to Pulling the Plug• Can this employee be saved? Ask others…• If this workers attitude was great, would the quality of their work keep them employed?

• Did you ever take the employee to lunch? Talk to then? Sit next to them at an off‐site?

Intelligent Motivation, Inc. Enhancing Careers, One Idea at a Time

Can this employee be SCREAMING for attention…?

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Why is Poor Attitude so Costly in the Workplace?• One bad apple…(yeah, it’s true)…Cascading…

• Can the bell be unrung?

• The Law of Emotional Gravity

Intelligent Motivation, Inc. Enhancing Careers, One Idea at a Time

What is it?

It is easier for a pessimist to bring an optimist down then it is for an optimist to bring a pessimist up.

If you think about hiring in terms of emotional gravity…

You May Hire Differently…

• Okay, so we have a bad apple…

• What do we do about them?

• Let’s explore some options…

Intelligent Motivation, Inc. Enhancing Careers, One Idea at a Time

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Is the Problem Poor Attitude, or What the Poor Attitude Causes?• How are the other employees feeling about the bad apple?

• Is their work being effected?• Are they complain?

• Are they asking you to intervein? 

Intelligent Motivation, Inc. Enhancing Careers, One Idea at a Time

Think about this:If one employee is causing unrest in an entire department, and that happens to be YOUR department, then steps have to be taken.

But terminating an employee based upon poor attitude is nearly impossibly.

But terminating for poor performance is not.

Ask Yourself These Questions:

• Is the worker’s poor attitude causeing a degradation in their performance?

• What performance problems is the worker causes with other employees?

Intelligent Motivation, Inc. Enhancing Careers, One Idea at a Time

Think about this:If you can answer these questions you are on your way to a progressive discipline plan.

Notice, however, that it is based upon performance, NOT attitude…

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Documentation, the Key to Legal Terminations

• Are you SURE this is route you want to take?• If so…• Is the manager documenting issues of poor performance?• How about the documentation of poor performance of others caused by the manger?

Intelligent Motivation, Inc. Enhancing Careers, One Idea at a Time

Think about this:

It is only going to take one of two “meetings” before the employee senses an agenda.

Have your HR bases covered:• More than one person present• Answering questions properly• Keeping the conversation on performance issues only

Legal Considerations…

• Make sure HR is involved every step of the way

• Keep HR apprised of EVERY situation (make sure!)

• Don’t talk out of turn

Intelligent Motivation, Inc. Enhancing Careers, One Idea at a Time

Remember:

The worker with a poor attitude can explode (at you) or implode (self deprecation) at any time. If you have made the decision that this person needs to find more suitable employment, then stick to your decision.

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Face‐to‐face: Handling the Actual Termination

• Have HR present

• Keep it short and on point

• Don’t bring up poor attitude; make it about poor performance.

Intelligent Motivation, Inc. Enhancing Careers, One Idea at a Time

Think about this:

If you have a personal issue with the worker in question, or you think they have an issue with you, after the termination meeting, have someone else empty our their desk with them and escort them off the premises   

A Few Additional Termination Tips…

• No Surprises! (The worker should not be totally surprised by this)

• Watch your wording…Workers will remember what you say in the worst possible way

• Stay cool…

Intelligent Motivation, Inc. Enhancing Careers, One Idea at a Time

Last thought:

An EXIT interview?

Why not?

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Thank you…

• I hope you found today’s webinar profitable for your organization and for you personally.

• If I may be of any service to you or your company, please feel free to contact me.

Intelligent Motivation, Inc. Enhancing Careers, One Idea at a Time

Biagio W. SciaccaIntelligent Motivation, Inc.

[email protected]

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Notes

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