Let me first explain that Michigan is an "at-will-employment" state. Under the "at-will-employment rule", an employee is free to terminate his or her employment relationship at any time for any reason and the employer is likewise permitted to terminate the employee with no reason. With the exception of a few federal and state statutes this rule holds true. There are steps that if followed can be the most

effective way to handle this delicate situation. Let me explain to you how to avoid putting yourself as a manager, and your employer is a position of a potential lawsuit.

To summarize, some of the reasons behind poor performance employees have solutions other reasons may not. There is no precise formula for dealing with problem employees; you need only to deal effectively and promptly when they arise. By letting employees know when there are problems, giving them the opportunity to correct the problems, and then discharging them when the problems continue. The safest way to fire someone, from a legal standpoint, is to be sure that you have a valid, nondiscriminatory business related reason for the action, and that you have enough documentation to prove it. Think of these steps the next time you are fired from a job or are in a position of having to fire someone. It may make a difference.

First, when an employee is discharged, it is important to immediately pay the employee for all regular and overtime hours worked and any unused vacation or personal time. The failure to pay promptly may add insult to injury and make the employee feel even more strongly that he or she is being treated unfairly.

Progressive discipline begins with issuing a verbal warning to the employee. Schedule a meeting with the employee and discuss the problems you have noticed. Make it clear the need for improvement and offer suggestions to the employee. It is important to keep the focus on job performance for legal purposes. Verbal warnings can sometimes be the best course of action. Some people just need the jolt of a firm warning to shift their performance into high gear. Make sure to clearly specify what future action will occur if their performance does not improve. If a couple of verbal warnings have not helped the employee recognize the need f

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