o The misbehavior endangered the jobholder, coworkers, the firm or the public. Stay away from recording reasons which imply improper reasons. These behaviors are clearly unacceptable and you must write up the poor team player for them. Make sure you have them review your reasons before dismissing. My advice is you settle with them as quickly as possible and return your focus to overcoming the firm pressures which forced the dismissal.

You can use a well written notice of lay off to assist you deal with all problems, legal and otherwise that arise from firing an employee. o Chapter 8: Program - How To Prepare For The dismissal. The lay off is not a personal attack, but just a way to keep the well oiled machine that is the business running smooth. You don't owe an disobedient disabled worker a job. You pledged you'll never let another person become a victim of alcoholism. She may tear up the lay off notification in front of you. o If you're disciplining instead of dimissing, you must write the final written notification according to the standards of Chapter 6. Certainly business cannot come to a screeching halt because one person must be let go. The first paragraph should outline that it serves as a written warning, the reasons for the written notification, and the cause of the jobholder receiving the written warning. When the need for worker termination arises, it rarely surprises the manager or the worker.