Or better yet, take some time (90 days or so) and use escalating discipline to document his performance problems, and turn this into a cheaper medium-risk dismissal. Or, if the worker came in high from illegal drug use, you should bring witnesses who can testify to his erratic behavior and physical characteristics (like bloodshot eyes or smelled like pot smoke). Other workers, however, may merit such consideration, and a short notice of recommendation may take the edge off the unpleasant circumstance.

Remember, you must be able to back up everything you say in this form. This is critical if you decide to continue the examination further. You must document all of this information in your employee termination notification. They are as follows: the date, the jobholder's name, the jobholder's address, the business name, the effective dismissal date and the terms of the separation. This knowledge will assist you plan your strategy for getting rid of the insubordinate employee. Small business owners know how overwhelming a difficult worker can become. That may sound strange when the character of the individual as determined by his speech is already unacceptable, but if he can prove public humiliation by the way he was laid off, you could well end up paying a huge settlement. o His layoff notification or notice. With a high-risk layoff, you don't layoff the worker, but he resigns in return for a big dismissal package. Generally, the administrator tries to resolve the different stories about the lay off. Of course depending on the circumstances, you may eventually have to lay off the employee if their illness becomes a permanent condition that will not allow them to return to work. Problems Can Arise When You Dismiss Personnel.