Document Your Reasons for Firing a jobholder. Worker warning forms allow companies to keep track of problem employees. If you, or a subordinate, dismiss a difficult worker "on the spot," you'll probably face a unlawful dismissal suit. If this had been a notification of separation due to a reduction in force then this section would be replaced by economic information that led up to management's decision to reduce the force. After conducting your probe or reaching the final step in the escalating discipline method, it is time to prepare for the lay off. In your lay off letter sample, these details won't exist. If you ask the worker to do work within her or his job description and within business policy, the worker should comply. If you don't know how to use progressive discipline or how to write a proper layoff notice, you need a copy of my book, "Employee termination guidebook." You can get it at my website: In many states more and more court rulings uphold the rights of employers to dismiss workers for unacceptable behavior outside the workplace. After the employee and the business have signed the severance agreement, you're legally bound to use the cover story for all your communications about the employee's separation. To get your extra severance benefits, I should get a signed copy of this notification within 21 days.

Once you document the problems with the worker, you can sack her or him if he continues to cause problems. Also discuss whether you could restructure some jobs. By waiting days or even weeks to lay off a worker after a deciding event, you suggest their behavior is acceptable. Finding out exactly what happened is the first action you as manager need to take in response to employee misbehavior.