Therefore, you should document every problem that you have with the worker. 1) Tell the worker immediately you have not found enough proof to layoff for gross misbehavior. If you decide to offer an exit interview, you should include the time, date and meeting place in the firing notice.

It may help to have them present at the layoff meeting. Veteran managers and Hr personnel know that employee turnover is unavoidable. 1) Probably this difficult worker has good performance evaluations done by your predecessor. * You have repeated unexplained absences often on due dates of project milestones. Again, check with your Hr department and see what the guideline discontinuance package should be. If you give more than one reason, the employee's legal adviser will have an easier job. Studies show that embezzlers are commonly long-term workers who don't begin with their crime until they have been with a firm for several years. A former worker committing an act of violence due to the layoff is a possibility. And since you had to go into the past to "get him," your "real" reason for sacking must be an improper one. If you can't get rid of the disgruntled worker and he won't change, then you, as the manager, should change. Gross misconduct and firing go together because one leads to the other. Enterpreneurs and Human resource Managers rate Employee misbehavior as one of the worst violations of business policy.