Please note that while one instance of grumbling may not right away lead to a charge of misbehavior, later displays of such behavior could lead to further discipline which could include disobedience and dismissal. Sometimes to get to "high performing", we should jettison some of our poor performers. Make your argument; be detailed but concise, and go on about your small business. You must upgrade your productivity within the next 30 days and meet the directives in this warning. The manager will have to issue one of these to the employee when he or she repeats the inappropriate behavior thus ignoring the employer. Remember that problem employees can cost the firm money. Rule 4 - Show an understanding of the employee's feelings. o Replace high cost workers with low cost employees (note: be careful on age discrimination here). You can also talk with a legal counsellor and ask her or him to create sample employment termination letters for you. With a medium-risk lay off, your legal exposure is larger because the jobholder has a litigious nature or because your documentation is inadequate.

Tell them that you would like to get everyone back together in a week to discuss this plan in detail. For the most part this employee thinks she has an "in" with your boss, and your boss will stop this layoff as soon as he hears about it. With the policies, your employee manual must include specific reformatory actions resulting from each problem. Tip 2 for Terminating: Document Worker Disciplinary Action and Keep It Consistent. or, you just can't stand the sight of the bad worker, then you have 2 alternatives.