Problem employees should be addressed promptly as they can be a financial and morale drain on a business. and also create potential liabilities for employers. There are several signs that an employee may be a potential liability for a business that employers should look out for. These include:

1. Poor work performance: Employees who consistently fail to meet expectations and deadlines, make frequent mistakes, or exhibit a lack of attention to detail or care in their work can cause losses or damages for a business.

2. Attendance and punctuality issues: Employees who are frequently absent or tardy can disrupt operations and cause delays, which can negatively impact the productivity and revenue of a business.

3. Behavioral problems: Employees who display disruptive or inappropriate behavior, such as bullying, harassment, discrimination, or violence, can create a toxic work environment that can lead to legal action against the business.

4. Violations of company policies: Employees who consistently violate company policies or regulations, such as safety protocols, confidentiality agreements, or ethical guidelines, can put the business at risk of legal action or financial penalties.

5. Conflicts with colleagues or management: Employees who engage in interpersonal conflict or refuse to cooperate with others can negatively impact team morale and productivity, and may even create legal liabilities if their behavior crosses legal boundaries.

If any of your employees demonstrate these or other problematic behaviors, it is crucial to address these issues promptly, whether through training, coaching, or disciplinary action, to minimize the risks and potential damage a problem employee can cause to a business. When dealing with a problem employee it is important for a business to seek competent legal advice to make sure that the business’s actions comply with applicable employment laws.

If your business is experiencing problems with any of its employees, or you have questions about your business’s employment practices, please schedule a complimentary consultation with us through our online scheduling system.

Information contained in this blog is provided for informational purposes and does not constitute legal advice or opinion. You should consult with an attorney regarding the specifics of your matter or legal issue.