A blatantly difficult employee may refuse to do the task and subject you to abusive, profane, or threatening comments. If the written reprimand does not change the jobholder's behavior, you can use it as documentation. Here's how to ease the separation pain for you and the good employee. How to dismiss Someone the Right Way. If the worker's personal life is interfering with work, use the company's counseling services.

I should inform you that owing to your misconduct in the form of (state here either company theft or misuse of firm property), your employment with (firm name) will be separated immediately. As a supervisor, you should know not only what an employee separation memorandum is but also what it should include. It's not worth the time, effort, money and worry. From these 2 examples, you can see how tricky it is to sack someone when you don't apply your separation reasons consistently. Give the date by which the worker must sign the separation settlement and tell the jobholder you encourage him to have a legal defender review it. However by including a reason for separation in your letter, you explain the basis for your decision. And you risk having your company shut down for good or dealing with the guilt (and perhaps legal effects) of making your customers ill. Just as you're about to fire her for another safety violation, she injures herself again and goes out on personnel' compensation. And let's just say the personnel in the quality control organization go a little overboard with the high guidelines. Here's the standard approach you'll find in most books: To keep out of court, you must thoroughly document the worker's bad performance or misbehavior before you sack him. Finally allow yourself and the remaining workforce to grieve and react after the termination.