Sometimes, you should explore a little further before deciding to warn the employee. This means detailing the disobedient action and discussing the problem with the worker. The next liar is someone who tells "white lies." This isn't gross misconduct because the "white lies" are generally not about important firm matters. You found Jim committed the improper harassment, which normally means immediate lay off. o The worker isn't the type to sue, but you have poor papers. o You don't have an unlawful discrimination against the employee. So what does this mean for you, the boss, if you need to layoff an underperforming worker? At times a jobholder becomes a liability the firm can't afford to support. When you give a problem employee a choice of resigning or you dismissing him, you are not giving him a real choice. Your small company may want to add other information to the jobholder warning form.

The firm of potential personnel claiming improper employee termination is serious. One of the hardest jobs of a small business owner or Human resources Supervisor is dealing with bad employees. My goal was to keep you out of legal trouble, save your small company from a costly law suit and make a tough termination as easy as possible. You should separate them for company reasons not for any fault of their own. This is always a concern if the employee decides to take you to court for improper separation. You may need to present this substantiation and substantiation of signed rehabilitative warnings in a post-termination hearing or in court proceedings if the jobholder takes further action.