PestWorld - July/August 2017 - 29

WHAT IS SCORE?
SCORE, America's premier source of
free and confidential small business
advice for entrepreneurs and small
businesses, is a non-profit association
with over 300 SCORE offices across the
country offering free business mentoring and low-cost workshops. SCORE is
a resource partner with the U.S. Small
Business Administration (SBA).
For 54 years, SCORE's more than 11,000
working and retired business professionals have volunteered to support the
success of small business nationwide.
SCORE business mentoring is free and
confidential.
NPMA is a SCORE Alliance Partner.

If the problem persists and terminating the
employee becomes necessary, you'll have a
record of the problem and the actions you
took to address it.
DOCUMENTATION IS KEY
Most employers follow progressive discipline
wherein an employee receives a series of
warnings before termination. For example,
the employee may get a verbal warning for a
first offense, a written warning if the problem
continues, a final written warning and, as a last
step, termination.
Cutting corners with documentation is the
single biggest mistake managers make when

handling progressive discipline and terminations.
You need to recognize that your company may
have to explain a termination decision long after
it occurs. In the case of employees terminated for
poor job performance or misconduct, this means
having on file all performance reviews, notes
from counseling sessions and written warnings
leading to the termination decision.
For complete and effective documentation,
be sure to cover all the following elements:
The facts - Include the date, time and location of the problem. Where applicable, cover
the five W's (who, what, where, when and witnesses). Be as precise and thorough as possible.
Your documentation should indicate each date

the employee was late, and how late he or she
was each time.
The specific rule or standard violated -
Identify whether the employee has violated a
rule or standard and specify what it is. These
rules or standards don't have to be included in
an employee handbook to apply. They may be
found in managers' manuals, email announcements, memos, postings and other formats.
Objectives and expectations for
improvement - If applicable, indicate exactly
what you expect the employee to do to correct
or resolve the problem.
Suggestions for meeting objectives - If
applicable, indicate what you've done or what
you agree to do to help the employee meet the
objectives described in the write-up.
Disciplinary action being taken - Indicate
the specific action you are taking now because
of the employee's nonperformance or rule
violation.
Consequences for failing to correct problem - A formal write-up should also indicate
what action you will take later if the employee
fails to meet the stated objectives and expectations for improvement.
Signatures and dates - The manager who
prepares the write-up should always sign the
document and indicate the date when it was
reviewed with the employee. It's also important to have the employee sign and date the
document. At a minimum, the employee is
acknowledging that he or she reviewed the
document and that his or her manager discussed its contents.
For more information on this topic,
visit https://www.score.org/resource/
how-fire-employee-legally-and-fairly. ●
PESTWORLD > JULY | AUGUST 2017

| 29


https://www.score.org/resource/how-fire-employee-legally-and-fairly

Table of Contents for the Digital Edition of PestWorld - July/August 2017

Cultivating Confidence
Boost Your Bottom Line
Staffing Challenges as a Pest Management Business Grows
Brown Marmorated Stink Bugs
How to Fire an Employee Legally and Fairly
President’s Message
Standards: Calibrating Your Business Operations
PestWorld - July/August 2017 - Intro
PestWorld - July/August 2017 - 1
PestWorld - July/August 2017 - 2
PestWorld - July/August 2017 - 3
PestWorld - July/August 2017 - 4
PestWorld - July/August 2017 - 5
PestWorld - July/August 2017 - 6
PestWorld - July/August 2017 - 7
PestWorld - July/August 2017 - President’s Message
PestWorld - July/August 2017 - 9
PestWorld - July/August 2017 - Cultivating Confidence
PestWorld - July/August 2017 - 11
PestWorld - July/August 2017 - 12
PestWorld - July/August 2017 - 13
PestWorld - July/August 2017 - Boost Your Bottom Line
PestWorld - July/August 2017 - 15
PestWorld - July/August 2017 - Staffing Challenges as a Pest Management Business Grows
PestWorld - July/August 2017 - 17
PestWorld - July/August 2017 - 18
PestWorld - July/August 2017 - 19
PestWorld - July/August 2017 - Brown Marmorated Stink Bugs
PestWorld - July/August 2017 - 21
PestWorld - July/August 2017 - 22
PestWorld - July/August 2017 - 23
PestWorld - July/August 2017 - Standards: Calibrating Your Business Operations
PestWorld - July/August 2017 - 25
PestWorld - July/August 2017 - 26
PestWorld - July/August 2017 - 27
PestWorld - July/August 2017 - How to Fire an Employee Legally and Fairly
PestWorld - July/August 2017 - 29
PestWorld - July/August 2017 - 30
PestWorld - July/August 2017 - 31
PestWorld - July/August 2017 - 32
PestWorld - July/August 2017 - 33
PestWorld - July/August 2017 - 34
PestWorld - July/August 2017 - 35
PestWorld - July/August 2017 - 36
https://www.nxtbook.com/naylor/NPMAS/NPMAS0418
https://www.nxtbook.com/naylor/NPMAS/NPMAS0318
https://www.nxtbook.com/naylor/NPMAS/NPMAS0218
https://www.nxtbook.com/naylor/NPMAS/NPMAS0118
https://www.nxtbook.com/naylor/NPMAS/NPMAS0617
https://www.nxtbook.com/naylor/NPMAS/NPMAG0017
https://www.nxtbook.com/naylor/NPMAS/NPMAS0517
https://www.nxtbook.com/naylor/NPMAS/NPMAS0417
https://www.nxtbook.com/naylor/NPMAS/NPMAS0317
https://www.nxtbook.com/naylor/NPMAS/NPMAS0217
https://www.nxtbook.com/naylor/NPMAS/NPMAS0117
https://www.nxtbook.com/naylor/NPMAS/NPMAS0616
https://www.nxtbook.com/naylor/NPMAS/NPMAG0016
https://www.nxtbook.com/naylor/NPMAS/NPMAS0516
https://www.nxtbook.com/naylor/NPMAS/NPMAS0416
https://www.nxtbookmedia.com