What you should know before hiring professional Dismissal Specialists

It’s the one thing no employer likes dealing with. Despite pop culture characterisations of sadistic bosses relishing in the humiliation of downtrodden, soon to be ex employees, the reality is dismissing staff is a task few employers look forward to.

Not only is dismissing an employee tough on the nerves, it’s also legally something of a minefield. Thankfully, the dark days of old- where one might be fired for such outrages as wearing ugly ties, being a woman, or taking a sick day- are over, and the threat of arbitrary dismissal is not something most of us have to deal with in our working lives. The downside for employers is that when a staff member is bringing the team down in one way or another, dismissing them is a far from simple affair.

My personal experiences as a retail employee have given me a surprisingly deep insight into the complexities of dismissals. I’ve watched, gobsmacked, as thieving, unreliable employees blithely drain the company of resources and credibility, while crying foul at the slightest hint of dismissal and threatening legal action. I’ve seen staff who clearly have no interest in the job, fail to turn up on time, and treat customers with contempt, sue for unfair dismissal when it all catches up with them. It’s great to have safeguards in place to ensure good, hard workers are not sacked at the whim of tyrannical managers. But it certainly does make weeding out the bad seeds a more complicated matter.

For more information about conducting dismissals the right way, visit this Australian company who have the expertise: http://www.dismissals.com.au

My guest author of this post: Danielle McAnn of Melbourne, Australia

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