When it comes to sacking workers, it is imperative that you follow standardized procedures and that these methods are established well before the need to lay off a worker presents itself. The average jury award for illegal separation is over $500,000. These are cases of gross misconduct, and you can sack these employees immediately. When you see it in your workplace, you must deal with it right away. When she offers to resign, you should have her write you a resignation letter. Regardless of whom is in charge of supervising the jobholder, everyone responsible must be aware of proper papers processes. To terminate her, you just keep writing up your observations of her difficult behavior. You have to show her clearly your decision is final. Since this is just a sample termination letter, you should change it for the small company circumstances. Often your worker handbook and workers manual give the formula for the severance.

We briefly covered gathering evidence using escalating discipline and investigations in the last chapter. Now let me tell you how to get rid of this thorn in your side lawfully. She may blame you for her lackluster performance and conduct. Since most employees are good and hard workers, it's to everyone's best interest (both workers and managers) for companies to share honest opinions about ex-employees. The written notification galvanizes the personnel understanding that a behavior or action is out of line with the business' policies.