After reviewing his employees file, you're astonished his previous boss has rated him "above average" on his work reviews over the past 4 years. If you're the owner, you should also sign all checks, examine your bank account on your own and verify your bank statements. And since you had to go into the past to "get him," your "real" reason for sacking must be an improper one. Probably you are not off the hook if your small business has less than 20 workers. Document your meetings with the employee and document any programs he or she should attend. In either case, you and the worker must meet in a private, or semi-private setting to discuss specific behaviors or work productivity that need improvement. 2) The worker meets with his attorney-at-law. For whatever reason, a difficult worker is not producing the quantity or quality of work they should to remain a part of the organization. If he still refuses to sign, you should bring another supervisor into this meeting and ask the manager to verify on your copy he saw you give the jobholder the warning. You may have a tricky time dealing with workers who handle financial data. If you don't have a proper reason to lay off the worker, you're risking a pregnancy discrimination suit.

But all of them have exceptions an employer should consider. It will obviously show the worker the date when their employment ends. Following Proper Procedures for Terminating Workers for Misconduct. In the second instance, the employee will likely not sue you, but if he does, you're certain to lose.