In other words, make sure it is professional, unbiased and follows company policy. Dividing various tasks among several employees will give them less control over the business finance and prevent embezzlement. Despite popular belief, most managers will not go through with a dismissal unless they have valid reasons. Once you document the problems with the employee, you can sack him or her if he continues to cause problems. Sometimes these personnel have a following of other coworkers who are just as abusive and bad. First, consult with other relevant managers on who you must lay off and why. For example, when the worker brings a notice from a coworker to confirm his version of events, this note is hearsay evidence. If the contract states the jobholder's problems warrant layoff, then you need to carefully craft a dismissal notice to highlight this portion of the contract. Be sure the dismissed employee gets a response. In any workplace, despite the number of employees, there are instances of worker misconduct. For helps with these sticky situations and advice on how to make the layoff procedure go smoothly, a separating workforce manual can be a life-save. For every separation, you must know the risk of paying out a big improper separation award.

* The employee will not engage in sexual harassment or violate equal employment opportunity laws. Gross misconduct is the act of defying authority. This will help you during the discussion with your difficult worker. For example, if the jobholder is on notice for excessive personal phone use and he ignores the warnings, you'll likely terminate him within 1 1/2 weeks.