If you have followed the proper methods and have collected the right papers, you incur no more risk by including the reason for separation in your letter. During your discussion, you should tell the at will employee what he or she did wrong, tell her or him the actions you will take, and warn her or him of the consequences if the action reoccurs. Although the termination supervisor will have to complete it later, it will serve as a visual reminder to include this information. Examples of gross misconduct include gross gross misconduct, hitting a supervisor or falsifying records. If you have a disabled problem worker, you should confront the issue. If the worker has received good past job appraisals, you must take more time with the termination.

(See Chapter 7 for how to layoff for overwhelming misbehavior.) Although you received the following remedial actions (list them) and attached warning forms, you have not improved your attendance record. Before you ever hire your first employee, you should create clear, consistent, and thorough worker policies and procedures. 4) You didn't keep them long enough to prove themselves. As far as separating workers and employer conduct goes, this is the safest bet to ensure that both parties will end up happy with the result of a sick or injured worker. Even if he or she is the worst employee imaginable, you will still find yourself reluctant to sack that employee. First, if you're terminating the worker for an unlawful reason (for example, because she's a Muslim) or owing to a stupid reason (for example, she started dating someone you don't like), then PLEASE DON'T put your reason down on paper. In addition, this preparation will help you feel more confident and comfortable during a potentially stressful circumstance. And, at times, a judge may find you personally liable for some of the ex-employee's legal damages.