If you need the worker to stay, it's better to say, "You can leave if you want, but you may be subject to discipline and dismissal.". Downsizing then becomes necessary to refocus the firm on just those core company areas making money. If your bad employee is an emotional mess or chemically dependent, then you'll want to refer him to your employee Assistance Program (EAP) or to a psychological counselor at the company's expense. *Do I need to give the worker a notice of termination? By not following these steps, you'll open yourself up to legal ramifications or problems reclaiming company property further down the road. As a Personnel manager or small business owner, you will eventually have to dismiss an employee. Here the worker should take action. If you're suspicious of worker theft, make sure you have a punishment plan in place before you take action. And, he never has to make clear why you fired him.

For example, you should layoff a plant manager for an unacceptable number of safety violations or missing quota. Employment disobedience is not when a jobholder is unproductive, fails to follow minor standards, or breaks minor rules. If, however, you fired him for repeated minor misconduct or for gross misbehavior, then the ex-worker isn't eligible. Hearsay is evidence which is indirect knowledge or third hand. Even if you terminate for an improper reason, you can significantly cut your chance of a lawsuit by treating the jobholder well during the firing method. A worker that learns he or she can get away with being insubordinate will also start to ignore safety rules. The Fourth Step When Terminating Personnel: Schedule a Witness.