A problem employee can be a real pain, affecting everyone around them, damaging a company’s reputation and disrupting business operations.Dealing effectively with problem employees requires confidence, competency and action. Yet instead of confronting the issue head-on and terminating such a worker, employers often delay. They hope that problem employees will change their ways or leave on their own.“Why not just terminate the employee? It’s easier said than done sometimes,” says Jeff Risch, a Chicago-based labor and employment attorney at Amundsen Davis law firm.Although a vast majority of states recognize employment at will, employers still have various statutes and legal protections
