If you decide the worker violated a gross misbehavior rule, you can terminate him right away. But it may be more complicated like having them return a firm car, cell phone or even a laptop computer that is at home. I have seen some dismissals where the company asks the supervisor to sack his department and then the company fires the boss later in the day. For example, you can terminate someone for being a Dallas Cowboys fan - clearly a stupid reason unless, unquestionably, you live in Washington DC:). In particular, we don't always have evidence, we don't always layoff for a legal reason and laid off workers will often sue us for bogus reasons. At this point, your employee warnings become the papers your company needs to lay off this individual. After you have finished the layoff, gather the remaining personnel for a meeting. Don't say anything implying you're not sure about your decision, such as "My employer is forcing me to lay you off. (When you are not the fired employee's supervisor, be sure you bring the boss as a witness.) Even if you are an experienced Human resources Supervisor, you must remain continuously up-to-date in the best practices for employee termination.

Lastly, make sure you explain the reasons for the lay off. If you are writing a termination notice for a downsizing or layoff, you'll use a different tone. Be aware that an disgruntled individual may also claim to "forget" to perform a certain task that they simply don't want to do. I recommend [Worker First Name] for any position which can take advantage of her experiences and skills. But, if he's a "bad apple", he'll dare you to terminate him.