The firing and its effects will be over before you know it. You can then use this evidence to cover yourself from potential legal ramifications if that worker claims bias. Now and then the ego will not let them realize the reality of the circumstance. So, have your Human resources supervisor or employment lawyer review your separation document to be sure it complies with state laws. o Employee Adjustment and Retraining Letter Act (WARN). You redesign his job to meet his "needs." For example, when the jobholder is always late to work, you give him flextime or telecommuting privileges. You should only gather physical substantiation if it belongs to the company or no one (like the empty beer bottle) and you have unrestricted access to it.

o Allow the worker to keep or buy office furniture including desk, chair, phone, and so on. You get the insubordinate individual out of the building with little disruption, and you don't have to worry about a half-million dollar litigation. This will then let you use anything you find on the computer as substantiation in a suit. There are plenty of stupid and improper reasons that you want to avoid such as separating someone because he's left-handed (stupid) or because he's old (wrongful). The next liar is someone who tells "white lies." This isn't gross misconduct because the "white lies" are commonly not about important firm matters. Therefore, you should have easy access to a sample employee termination notice. They will tell you to document performance problems, give chances and then dismiss. When you suspect the worker is intentionally falsifying records or lying to his supervisor, you'll want to conduct a thorough examination before dismissing him. Your employee may not realize just how difficult they are being, and how their negativity is influencing other workers and clients.