You can use a well written notice of separation to help you deal with all problems, legal and otherwise that arise from separating a jobholder. o Has the firm consistently fired similarly placed workforce for these reasons in the past? No attorney will want a case he can't win. The reasons for separating an employee may be valid, but handling the situation badly can cancel this. This leads to the jobholder feeling you didn't give him his "due." In such cases, suspend the jobholder for 3 days with pay to let everyone's emotions cool off, carry out a fair inquest and prepare a proper dismissal. The rule is the same for everybody, so I must layoff your employment effective immediately.". You should further back-up the jobholder lay off form by added documentation such as copies of relevant written warnings and worker evaluations, as necessary. Proper documentation can prevent this time-consuming and potentially expensive hassle. You have given plenty of chances and have been more than fair. When writing a letter of lay off it is important to be straight to the point. Unfortunately, too many human resources managers or small company owners suffer with an employee who is lacking because they fear law suit.

Tell the hearing officer what happened and then go through each fact you should prove. At times, sudden layoff without warning makes for a serious hardship on the employee involved. You can define misbehavior as an instance when a jobholder either refuses a direct order from a supervisor or there is a confrontation between a supervisor and a jobholder. There are various degrees of disobedience, and you should not handle every case of misbehavior the same way. You must ask this question point-blank, "Why would these corroborators be lying about you.".