Joe's parting gift is to make you seem cruel and heartless to everyone else. If, after plenty of warnings and discussion with the jobholder, he does not stop his insubordinate behavior then you have no choice but to layoff employment. But you also must understand that sometimes they work and other times they don't. Lastly, you must ask for approval to separate. As you reread it, you must realize anything you put in the employee's workers file could be public. If your business manages its own plan, then you have 30 days to inform the jobholder of his COBRA rights and the jobholder still has the same 60-day election period. *If you have decided to fire the jobholder committing theft, have the firing papers drawn up and cut a check for their remaining pay. Both the accusing workers and the accused employee gave you witnesses for your list. An outplacement firm can assist you custom fit the package to meet the jobholder's wants. This evidence should show what the employee did, when the employee did it, and what you did to help them. And, the natural tendency of any manager is to put the firing out of mind as soon as possible and move forward. In addition, the goal of a successful dismissal should be to keep the disruption to other employees as little as possible.

It is important that you understand what your rights are as an employer and what the best way is to go about terminating a jobholder. Because Maria is bitter and angry, she decides to file a unlawful separation legal action to get revenge. In this chapter's case study, you learned how to write a "Final Written notice" on our alcoholic and lazy office administrator.