Now and then it is easiest to wait out the contract and then not to resign it. Your tone in a oral notification should be "helpful" not "threatening." For example, you should say, "With these corrective actions, I'm sure your productivity will increase." This is better than, "If you don't make these corrections in your behavior, you'll force me to evaluate your 'fit' with the company.". The incident could be a single act like the worker violating a safety rule or a result of poor performance over a few weeks. Remember you have to let the problem individual be the first to mention resignation for it to stand up in court. Mostly a representative from Personnel is a good choice. That said, your should note rude remarks suggesting a jobholder's refusal to comply with a supervisor with a verbal warning, a written notice, or a first time written warning. Third, have standards in place so the grounds for termination are legal and fair. The troublemaker sends a company-wide e-mail asking everyone to protest the new co-pay with calls to the Benefits Organization and the CEO. Remember, your small company saw potential in this worker at one time and hired the person. The administrator then sends you and the jobholder a notification about his status.

This is especially true if the new worker rejected other job offers or had to move to join your small business. Since some good manuals and videotapes are available on this subject including my Employee termination guidebook, you should take time to read about proper layoff procedures. The Second Early Warning Sign of Employee Disobedience: Incompetence. When worker is inept, then you only give assignments he can do. The problem with sacking a worker for not being a team player is the phrase "team player" is a subjective term.