Everyone wants to understand what behaviors violate business policy at the outset. You shouldn't consider this to be my evaluation of your overall job performance. By firing a disgruntled individual the right way, you can save money and worry.

Conclusion: This is a case of gross misconduct. After reviewing this list, build your case by compiling a list of witnesses and papers proving these facts. If the layoff is for "cause," you must take great care must to keep from making a bad situation worse. If one worker acts in this manner, others will soon follow. It will aid you communicate with the employee and you'll not leave anything out. Before you have had a chance to sit down and discuss a sick worker's situation, you should not just replace their position with another employee. Dear Andrew, I am writing to tell you that on August 7th, 2006, I am sacking your employment here at the Traveling Poetry Bag Shop. This is the generic opening line and it should work fine for you. If so, the written memorandum of termination should include this information. A worker dismissal notice should identify the problem, list the previous attempts to resolve the problem (noting dates and warnings), and be signed by a company officer or sole proprietor. Also the time during which the company pays the worker belongs to the business. If you're uncertain about how to go about these activities correctly, look into getting a book that provides you with practical information and examples on employee separation notifications and lay off meetings. If the worker is harassing other personnel, for example, a court can find you guilty of failing to discipline the employee for his or her actions.