How to dismiss for rudeness
If the case of rude treatment, obscene insults and other manifestations of boorish behavior is fixed for the first time, it is enough to make the guilty employee a strict suggestion orally. It is desirable that compliance with business ethics standards is fixed in the employment contract and certified by the employee's signature. If the employment contract with the employee is not concluded, immediately correct this omission.
Repeated rudeness requires more serious measures of influence. Try to get a written confirmation of the misconduct. A record made by the buyer or client in the complaint book, or a report by the line manager is the basis for imposing a disciplinary penalty for violation of the labor regulations (Article 81 of the Labor Code of the Russian Federation).
Ask for an explanatory note from the guilty employee. If he refuses to write it, draw up an act of refusal and certify it with the signatures of two employees of the enterprise. On the basis of a written certificate proving a misdemeanor, draw up an order for reprimand and acquaint him with the perpetrator with a signature.
In the reprimand decree, indicate what damage the company caused to the employee's incorrect behavior. Violation of working discipline, failure of a meeting or training, loss of an important client or contract, damage to the image of the company - all this may be a consequence of boorish behavior of the employee.
Do not forget about the limitation period. Declare a recovery no later than one month after the discovery of the offense. If the employee is on leave or on sick leave, this period is longer, but not more than six months.
If you are not satisfied with the behavior of the employee, and you are determined to dismiss him, carefully monitor his behavior. Monitor it with the help of a line manager or partner. A disciplined employee is much more vulnerable. Now you can dismiss him even for a few tardies - especially if you can prove that these misconduct affect the workflow.
Repeated rudeness is an even more serious violation. When you find it, tell the worker another reprimand. Two or three relapses can be a good reason for dismissal because of repeated violations of labor discipline.