Not only should you follow all processes for disciplinary action or warnings, but you also should write everything down. So, you can rightfully fire. More probably, you want to sack her because her productivity is below average or because the company can no longer afford the higher wages and benefits associated with her seniority. This protects you in case the former worker charges you and the business with illegal actions resulting from lay off. This includes documentation of any warnings the supervisor has placed in the jobholder's file in the past, which contributed to the firing decision. The same applies if you have an employee who engages in what you consider to be unethical or wrongful conduct outside work, even if you hear about it — for example, drug-taking or sexual antics. This is followed by a written notification, a final written notice, and then termination. o The worker knew the performance standard, productivity expectation or rule of conduct. Therefore you should know how to layoff an at will worker appropriately to limit your legal liability. These insights can be valuable in helping you, the department and the company improve and become more profitable. This is why I developed my Dismissal Risk Estimate & Protection System(tm) to show clients how to fire workers with different risk profiles. This is all part of the hiring and firing a jobholder.

Unquestionably the warnings should increase severity with each subsequent occurrence. Frequently, the administrator tries to resolve the different stories about the dismissal. This will affect how your remaining workers view you. Most importantly, someone should show them how to evaluate the firing risk and inform them what to do about it.