You can also truthfully claim that the employee was fully aware that his or her job was at risk because it has been thoroughly detailed. These "honest" mistakes and misstatements are unacceptable, and you should put the worker into progressive discipline. Misuse of Business Property or Time: Mostly the property and equipment personnel use to do their jobs belong to the business. The best way you can handle difficult employees is with a series of warnings and papers. Most workers understand that their employer has given them a fair chance, if you take the time to show them the other warnings inside the notification. This is a method where you warn the worker about his terrible performance and conduct, lay out clear expectations and give him time to increase. This way of handling bad workers will help preserve a more orderly workplace making it better for all of your employees. The first recipient, the jobholder in question, needs a brief account of his or her behavioral problems.

See Chapter 13 for more information on reference notices. You do not want the notification to reflect the boss's personal opinions on the worker. You can use a well written notice of layoff to assist you deal with all problems, legal and otherwise that arise from sacking an employee. My e-mail address is info –AT– turnaroundcentral.com. You should Have Documentation to Win an Appeal. You should get him to write you a resignation notice. You'll also use this documentation when writing a separation notice. Similarly you should immediately deal with other problems like disobedience, trouble with coworkers or any behaviors that violate business policy.