Such individuals include detailed embezzlers, harassers, violent-prone personnel, thieves, stalkers and so on. The only way to deal with a problem individual effectively is to let them know right away there are consequences to their actions. Your company may need to sack employees for various reasons. With a medium-risk layoff, your legal exposure is larger because the jobholder has a litigious nature or because your papers is inadequate.

Your directives are a substantial part of the warning, and the worker can't change them through his rebuttal. To do this, you will need to coin an employee separation memorandum that details the reason for layoff and the effective date of lay off. Then you have no other choice but to fire the worker. Managers who fire a worker "for cause" don't generally provide an employee notice of layoff. When writing about the reason for the worker's termination, include specific details and examples of incidents which have led to this dismissal; see more about this in the next section. You should have a checklist listing any business property or assets the worker should return. When you owe the jobholder for expense refunds, you should have a separate check ready for this as well. o Put all the employee's take home materials (separation memorandum, separation agreement, COBRA notice, final paycheck and severance check) into a folder for easy access. More importantly, you must include facts that back up your reasons for terminating the employee. Most states invoke labor laws like employment at will which says the employer may layoff any employee at any time, for any reason. o You don't have an wrongful discrimination against the worker. You should consider this rationale for immediate separation.