How to dismiss for rudeness
If the case of mistreatment, obscene insults and other manifestations of boorish behavior is recorded for the first time, it is enough to make a strict oral suggestion to the employee. It is desirable that the observance of business ethics was recorded in the employment contract and certified by the employee's signature. If an employment contract with an employee is not concluded, immediately correct this omission.
Repeated rudeness requires more serious measures. Try to get a written confirmation of misconduct. A record made by the buyer or client in the complaint book, or a memorandum of the line manager is the basis for imposing a disciplinary sanction for violation of labor regulations (article 81 of the Labor Code of the Russian Federation).
Request an explanatory note from the guilty employee. If he refuses to write it, draw up a statement of refusal and certify it with the signatures of two employees of the enterprise. On the basis of a written testimony certifying the offense, make an order of reprimand and acquaint the perpetrator with the signature.
In the order of reprimand, specify how much damage the company caused the incorrect behavior of the employee. Violation of work discipline, disruption of a meeting or training, loss of an important client or contract, damage to the company's image - all this may be a consequence of boorish employee behavior.
Do not forget the statute of limitations. It is necessary to declare a penalty no later than a month after the discovery of the offense. If the employee is on vacation or on sick leave, this period is extended, but not more than six months.
If you are not satisfied with the behavior of the employee, and you have firmly decided to dismiss him, closely monitor his behavior. Control it with a line manager or partner. An employee who has a disciplinary action is much more vulnerable. Now he can be dismissed even after several delays - especially if you manage to prove that these offenses affect the workflow.
Repeated rudeness is an even more serious violation. Having found it, announce to the employee one more reprimand. Two or three relapses can be a good reason for dismissal due to repeated violation of labor discipline.