Run the report "up the flagpole" through your management chain and Human resources before giving it to the employee. The wrong workers and the wrong approach to sacking employees can cost a proprietor his or her livelihood. What you should want more than anything is the release of claims. These costs could include performance inefficiencies, poor worker esprit de corps or the emotional toll of the difficult employee's behavior. Their work productivity will begin to dwindle, or may even just stop.

Satisfactory documentation for insubordination should show you conducted a fair examination and your lay off decision was reasonable. Within this section, you must state that this final incident has left you with no other choice than to lay off this employee. The employee can't sue you for improper dismissal if you never dismissed her. While having this information seems unnecessary, in today's workers it is important. Sherry's termination notification follows below. These forms show the lay off is unbiased and not "spur of the moment." You may "separate" a worker because of her or his behavior or work productivity. Whatever your guidelines, you hold ALL your employees to them using escalating discipline. Number 3 - Estimate Your Risk Of A Suit. When crafting a notification of a termination for a jobholder, a sole proprietor or personnel person should avoid personal jabs or any other unprofessional behavior. The Americans with Disabilities Act (ADA) prevents you from discriminating against workers with serious health conditions.