I was surprised that the responder identified the ADA as a primary issue when in reality a much more relevant issue is 'At Will Employment' which a majority of the States have laws on the books for. It prescribes that an employer can terminate an employee at will whenever they choose as long as they do not violate public policy or any existing laws. If indeed the employee is disrupting the performance of the department, contributing to low morale or causing other employees to transfer or resign then these are legitimate factors that are impacting the business. While I know we only get a 'snip it' of the entire situation if the person is 'pretty capable' has the supervisor thought about coaching and developing the employee before immediately going to termination or quickly accepting her resignation. The employee is reaching out for help which most likely means she is open to development. Given the challenges in hiring talent these days the company may want to recognize that in the long run "it might cheaper to keep her.'

I saw a counselor, She told me nothing was wrong a little effort on my part couldn't help'

Ha. Now, as a senior citizen, and diagnosed with ADHD and social skill deficit Asperger syndrome, I feel so vindicated!

No wonder I was never able to make small talk or enjoy office friendships. I have never been comfortable around groups of people, or be part of group activities as part of work projects.

Sometimes, a person has disabilities not connected with intelligence or the ability to perform excellent work.

Sometimes, a lack of people skills is not related to lack of desire or lack of trying.

ADA doesn't cover only Mental Illness, but physical illnesses as well. I have Cystic Fibrosis and have had to deal with ADA in nearly every situation I was employed. They couldn't understand that when I had a lung infection, I physically could not breath easily. They then 'let me go' in their words.
It could have been easy law suits, but its just not worth it in the end. People need to open their eyes and realize not everyone has unlimited capabilities.

Also consider how necessary people skills are for her job. Does she type at a computer all day, or does she interact with customers? If she doesn't deal with customers much, people skills might not be so necessary as long as she can deal with co-workers on a day-to-day basis.

I'm seldom late for work, I bust my a** when I'm at work (unlike others at the company I work for) and I have a very strong work ethic (unlike others at the company I work for). I'm not blowing my own trumpet, but I very rarely screw up on the job and I have a knack for "getting it done".

Despite all that, I am surrounded by people at work who have little or no work ethic. People who turn up whenever they feel like it (often at 11am), people who chat endlessly, spend hours on cell phone personal calls and goof around as if it's high school, or a scene from "Saved By The Bell". Add to that, the goofers have formed a nice little clique, leaving me feeling even more isolated and unwelcome.

When the constant talking and yapping got to the point where I could no longer stand it, I tried to talk to my supervisor, thinking he'd at least take some sort of action. At first I thought he was on my side, then he just happened to tell one of the women I was complaining about that *I* was the one who complained about her (great management skills, huh?).

Needless to say, that lady hasn't said a word to me since and I am constantly aware of her angry stares, and the fact that it appears that she's told everyone in the office that I'm basically scum.

At this present point in time, I am doing everything I can to find another job, but I have not been successful thus far. I will keep trying, of course, because I literally cannot bear it at work.

So the point is, instead of just yelling "fire her", at least try to understand how it feels to be an "outsider" at work.

And the guy who mentioned Miami – you're spot on there — this is the city of the clique, where it's who you know, not what you know. You can be the worst employee on the planet, but as long as you're popular, that seems to be all that matters — I NEED TO FIND SOMEWHERE ELSE TO LIVE!

It's not nice to dread going into work every day, hating your co-workers so badly that you can literally feel steam bellowing out of your ears because of the anger and frustration.

Instead of taking the easy way out and showing her the door, you should try to find out what is going on. Is it really a case where she may have some mental illness? Wouldn't you feel better about yourself trying to help her than just shoving her back into the job market, leaving someone else to clean up a mess that you might have had a hand in making worse? As fanciful as this might seem, have you considered how firing her or pushing her out might affect your business? Do you want her to harass you or cause problems for your business?

No one likes to be bullied or made to feel unwelcome. Perhaps she is horrible to work with, but people are perceptive when others dislike them. It must be hard to go to work each day in an environment that is not friendly and tolerant. Just because you don't like someone doesn't mean that you can work with them professionally. Sounds like your employees (and maybe even you) are childish and insensitive.

Good luck. I hope that you choose the high road and at least TRY to make the situation more tolerable. Sit down with this woman and find out what is going on. Maybe it isn't worth your trouble, but you owe it to yourself — morally, ethically and professionaly – to sort this mess out.

A person who causes a hostile workplace shoule never be tolerated. As long as there is some documentation, evidence, or corroborating stories, the employer has nothing to worry about.

Most people will not sue over being let go. Even if a person does try to sue, the hard evidence against that person will destroy that person's lawsuit. No one is entitled to a job.

"Tom" is complaining one day about how he is mistreated at work.
"The boss doesn't like me! He gives me unfair assignments. Kim doesn't like me! She never collates my copies like she does for everyone else. Jose doesn't like me! He never delievers the mail to my desk like he does for everyone else. They're all so mean! Jack doesn't like me! He is never as fast to come fix my computer as he is for everyone else. Sue doesn't like me! She always gets my order wrong when she makes a lunch run."

Here's the moral of the story:
If Tom has a problem with the boss, with Kim, with Jose, with Jack, and with Susan, who or what is most likely the real problem?

Let me tell you about my own sister. She isn't the most emotionally stable person in the world. She's difficult to get along with and she causes friction in every office she works in. Give her a month and she'll be having issues with 30 people. She's good at her job, but impossible to deal with. So if she isn't canned for her bad attitude, she will eventually leave of her own accord. Either way, she wreaks havoc before she leaves.

Managers have a responsibility to ALL employees to foster a safe, efficient and pleasant work environment. Not taking care of a trouble-maker is to eschew that responisbility. Work is tressful enough as it is, without having to tip–toe around difficult people, who refuse to change. I'd bet that if this woman were in your office, you'd be singing a completely different tune and would probably have a party after she departs.

An employee like this cana destroy workplace morale and severely hammer productivity. Obviously, it is best to chaulk this up to the fact that she is not a good fit for your organization and cut her. It a right-to-work state, this is pretty straight-forward. However, in any state, the woman opened the door with her resume threat. I would call her in for a one last change talk. I would make it clear that her behavior is unacceptable and will not be tolerated. She must learn to work effectively with others. I'd give her 30 days to turn things around. I would offer her the option of resiging her post and receiving a severence package. If she declines this and her performance does not improve in 30 days, she will be terminated for cause. In all probability, she will except the voluntary termination. After all, every "against her."her