These are cases of gross misconduct, and you can terminate these employees right away. Since some good manuals and videotapes are available on this subject including my Employee termination guidebook, you should take time to read about proper termination processes. You will need to assure workers that business will continue to run as usual after firing this individual. Now a worker has violated a direct order.

Once you have described in detail the reasons in your notifications of dismissal, you can begin to help the worker make this major shift in their life. Your employee handbook should list out specific behaviors unacceptable in the workplace. The probationary period gives a supervisor leeway in terminating a jobholder soon after hiring if he or she cannot perform the job. The boss or entrepreneur should take immediate action or performance goes down and other personnel start to follow suit. Plus, you'll protect yourself and the company against any lawsuits the dismissed employee may bring on you. The second part of dismissal risk is deciding whether you have satisfactory evidence. Why Use a Sample Notification of Misbehavior? To help in a litigation, you must impound the employee's computer. Usually a member of the Human resources department is a good choice. Make sure the memorandum gives the official date of dismissal. Using progressive discipline is usually your cheapest way to get rid of the executive. This protects you in case the former employee charges you and your business with improper actions resulting from layoff.