Despite the size of the remedial problem, you must document any discussions and warnings for a worker's behavior. If you give more than one reason, the employee's legal counsellor will have an easier job. If you have a loose attendance policy, you must measure the worker's performance and hold him to it.

Also discuss whether you could restructure some jobs to incorporate essential duties of one job into jobs - increasing productivity as well as changing your employees's group attitude. This hinders your small company as it places a need for further reformatory action later. If you do choose to go down this path, you should tell the jobholder that this will happen. If he doesn't leave, it may force you to sack the new worker. Using the proper wording and formatting is important when creating an employee separation agreement. But by taking a few precautions, following process and detailing the method, you can deal with the problem efficiently and effectively while avoiding future lawsuits. At this point, your worker warnings become the documentation the company desires to layoff this person. Also, the supervisor should document evidence of misbehavior and keep it on file with a written summary of the firing. If you choose to mail the notification to the employee, then be certain you use certified mail. Dealing with employee misbehavior is a difficult task. Sacking Personnel for Sexual Harassment. 4) If you fire your rival right away, she'll probably want revenge through a law suit.