From my experience, I have identified 3 basic items you should have before dismissing any worker. It's important to give an "honest" reason in the firing memorandum. Insubordination and terminating go together because one leads to the other. And, you should be careful if you cut her job before the one year moratorium as well. 11) Ask for property belonging to the company such as ID badges, laptops, credit cards, cell phones and firm cars. As you may recall from Chapter 4, a high-risk separation is one where the jobholder will sue for illegal termination (if you lay off him) and he'll win in a court trial. (See Chapter 7 for how to dismiss for gross misconduct.) Even if you only suspend the worker, it is essential the jobholder receive a psychological evaluation before returning to work to ensure competence. Regardless, your employee termination agreement will include the rights and responsibilities of both the worker and the business. In this case, you have only two ways to get rid of her.

Don't e-mail (or fax her) the layoff documents until you have told her she's dismissed. Also, it is important the jobholder was separated for no fault of their own, so if the jobholder was laid off because of a reformatory reason it may keep them from receiving unemployment. Finally, private investigators are useful when you don't have the time to look into it yourself. Overwhelming misbehavior: Released a toxic gas when involved in horseplay (Can dismiss right away.) An angry employee leads to a costly lawsuit.