Most employees have good relationships with their supervisors - relationships that are built on trust and mutual respect - but these can go sour for a number of reasons. Employers may notice a staff member isn't meeting deadlines over and over and over, or continues to spread a negative attitude around the workplace. At the same time, employees may begin to think their bosses don't notice their hard work or their supervisors are not considerate of their personal lives.

When these bonds break down, some supervisors will decide that enough is enough and ask their human resources team to immediately take action, reports California Employer Daily. In the heat of the moment, getting an individual out of the office might seem like the best choice, but it can get messy if they make hasty decisions.

The source points out that HR teams should first verify that they have records showing termination was justified, including time and attendance documents, write-ups outlining behavioral issues and other citations. If not, employers might be questioned about discrimination if the employee in question was over 40-years-old, took extended time off under the Family Medical and Leave Act (FMLA) or had participated in an employee attendance investigation.

Moreover, HR teams will need adequate time to determine whether severance pay is owed the amount that should be issued, according to the Department of Labor.

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