o Did the employer properly apply escalating discipline and adequately investigate for gross misconduct? The key is to treat similarly placed employees the same. Well, officially, you don't lay off her. Minor Productivity Problem Or Unintentional Misconduct. o Option 10: Layoff Or Reassign The employer. She even displayed borderline insubordinate behavior toward the store boss. The next section of the memorandum should give the employee instructions on what they must do. Now an employee has violated a direct order. Dimissing a jobholder During the Company Reorganization. You should hold the jobholder accountable in future meetings and work reviews for the action items in the "appearance" plan. This proves you're not out to "get" the employee. This is one really good reason to terminate a problem employee without delay.

Using a worker firing checklist can help ensure you follow all the correct procedures when "letting someone go.". That way, you're well prepared and can move forward with the termination quickly and smoothly. The best way to do this is by getting an independent review of your supporting documentation and agreement with your separation method.