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ADDITIONAL INFO Regardless of whom is in charge of supervising the worker, everyone responsible should be aware of proper documentation processes. You should be careful because bad behavior sneaks up on you. o You don't have an wrongful bias against the jobholder. These should include major offenses such as arriving to work drunk, using drugs or alcohol at work, physically fighting with another co-jobholder, theft, threats of violence to boss or other co-personnel, or misrepresentation of themselves.

Often bad employees will respond better to a manager who keeps an "open door" policy and invites comments and dialogue. You have advised your workforce of the rules, you have given repeated verbal warnings, and at times problem behavior continues after a written notice. Typically, the employees spreading these lies are viciously attacking the reputations of others. This firm will come in and create a mirror image of the worker's hard-drive onto a DVD and certify this is the "original" form as used by the separated worker. Then follow the company procedures to the end and keep your personal emotions at bay. Terminating Workers in a Fair Manner. Since most businesspeople are busy, they don't like to read anything over one page. Then when a termination happens, make sure the dismissal boss has the support of a representative from Human resources. o Option 1: Separate Right away. The firing letter is an important document not only for the termination meeting but also for legal purposes if the jobholder files a wrongful dismissal law suit. You should show the jobholder had a pattern of offensive behavior that you addressed repeatedly with reformatory actions. Please note that while one instance of grumbling may not right away lead to a charge of insubordination, later displays of such behavior could lead to further discipline which could include misbehavior and termination.