The other choice with an unaffordable older employee is to cut her job. The jobholder has not been doing a good job, the manager has all the proof of this and the employee has fair warning that it will happen. Provided below is a sample separation letter for use when separating a difficult employee.

Generally, you don't have enough information to decide if gross misconduct occurred. o Not performing according to the job description. We're not referring to terminating a worker who is endangers others in the workplace or who is caught in a criminal act. Sometimes in the exit interview, the jobholder will inform you about some potentially illegal conduct by the company. This will then let you use anything you find on the computer as substantiation in a litigation. When firing for a firm reason and competitive pressure, you should thoroughly document the economic trends and strategic changes which drive your layoff. MEDIUM RISK Layoff - You offer a higher than normal severance in return for a release. The Social Security Administration may discover this. Your standard package is what you normally give workforce when you fire them. o Transfer the employee to another manager. Specifically, it shows you spoke with the insubordinate employee before deciding on a warning to find any mitigating causes. o Is your documentation inadequate for the firing?