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that the situation is more serious. Write up a formal counseling and explain that if it happens again within a certain time period, she could be terminated. Again, ask for a verbalization of her understanding.
What if the nurse is late a third time, after you gave her the serious warning? It's time to terminate her employment. Make sure your documentation of past offenses is thorough and detailed, including mention of the counseling sessions. Explain that firing her isn't personal, but that the current situation isn't working for either of you, and that today will be her last day. Keep the discussion short and to the point, and don't get emotional. The best time to do this is at the end of the day on a Friday, so the employee isn't embarrassed in front of peers.
There are always many legal issues to consider before terminating an employee, and it's well worth the time and money to consult with an HR firm. Always consider the race, age, gender and sexual orientation of the person you're firing. If your documentation is poor, she can sue for wrongful termination based on one of these factors. If the firing is justified and your paperwork is clean, you should be fine from a legal standpoint.
3. Establish expectations
Some employees might not realize they've become problems. Perhaps you didn't set clear expectations and the problem behaviors began gradually. Perhaps their home lives have changed through no fault of their own in ways that impact their behaviors at work: a child is habitually sick, a spouse loses a job or a family member is battling a grave illness. On the other hand, maybe a problem employee has become disgruntled and is acting out to test your authority.
To avoid trouble in either case, set expectations before you make a
