Whatever mantra you tell yourself, you are running a company and if a jobholder hinders your performance and service level, then you're doing yourself a disservice by keeping them in a job. Then send him a copy of the notes and document this as well. What You must to Look for in a Sacking Employees Manual. o Have you, or will you, treat this layoff and worker differently than others similarly placed? This will keep you out of trouble even if later proof or the employee's attorney proves your conclusions wrong afterwards. Now decide on a date and time to do the layoff. Or, if the employee came in high from improper drug use, you must bring corroborators who can testify to his erratic behavior and physical characteristics (like bloodshot eyes or smelled like pot smoke).

Once the jobholder can resolve her or his personal problems, this individual is no longer difficult to manage. You may even consider giving workers a reference letter as part of their layoff. You will also use this evidence when writing a lay off notification. Many employers don't waste the time with documenting the circumstance or getting an explanation from the employee. She even displayed borderline insubordinate behavior toward the store supervisor. Then the only thing left to decide is when the firing will occur. The first step in to correct gross misconduct is clear, concise communication to the jobholder. She said you rated her below directives because you showed favoritism to the "younger women with short skirts." You knew this to be untrue, and Hr did an investigation showing you weren't the problem.