During this time, you've warned her 4 times in writing for terrible productivity and encouraged her to take several training classes which she never showed up for. Let employees know you have access to their emails, as this is a common way of spreading rumors. Lastly remember to remain professional in both your letter and in the lay off meeting. and because their web pages are usually written by freelance journalists who've never terminated anyone in their lives. Are they unhappy about their salary or schedule? As you know, you have received 3 warnings for terrible productivity.

In my experience, many "not-so-smart" managers still go the "no-reason" or "stupid reason" route when dimissing a problem worker. It may seem overwhelming, but you can get through this easily in a few days. You should include a legal statement saying that his or her signature shows acceptance of the information. It'll only take you 30 to 90 days to document poor performance with escalating discipline, which is a short time. Gross misconduct and separating go together because one leads to the other. Eventually all roads will lead the employee to the same destination. Lastly, you can normally separate immediately for overwhelming misbehavior, except as I mentioned for long-tenured personnel. For example, while I was working at one firm, a supplier called us within the first hour of the firing asking about its ramifications. If the employee fails to increase as the result of escalating discipline, you'll have built up enough of a case to sack the employee without risk of facing a lawsuit.