You must improve your small company and be on the move towards success, not bogged down by a lazy or incompetent worker. When separating troublesome workforce, human resource personnel or small company owners should try to curb personal feelings. Steps for Punishing Disobedience. You might make clear issues with attendance, demeanor, money or overall job performance. When using gross misconduct forms, make sure you have convincing proof the jobholder committed the disobedient conduct in question. You or your supervisor should have the right legal documents in place before you begin dismissal processes. This should include the dismissal notification, separation settlement, final paycheck, severance check and COBRA notice. o Looking at pornography on business time. This will allow you to get back to running your small business. o Does the papers show clearly this termination isn't retaliation for whistle-blowing, a harassment complaint or filing of an employment action?

Most states have a right-to-work law that states employers can lay off workers employment based on poor quality, poor quantity, lack of attendance or almost any other issue. When done appropriately, it provides protection from employees trying to file an improper dismissal suit. So, you've decided to layoff your difficult employee. You could ask Hr to do the investigation for you, but I recommend against it unless, undoubtedly, you're an Hr professional. Separation forms are useful whether you need to write a termination notice or to write up an incident for the worker's permanent file.