And it allows employers to hire as well as sack personnel for any reason - at least as long as you're not violating any other laws in doing so. Life is too short to deal with a difficult individual permanently. They made some innocent mistake during the lay off such as saying the wrong thing at the wrong time during the lay off meeting.

Will the company suspend the worker, will it dock pay, or will it lay off the jobholder? Document your meetings with the jobholder and document any programs he or she must attend. For example, if the jobholder punched you in the face, you want eyewitnesses who saw it happen or who were nearby and saw the bloody aftermath. Knowing which reasons are unlawful is the key to avoiding a illegal layoff suit. It briefly outlines the problems you're having with the jobholder and spells out what will take place if the employee fails to correct his or her behavior. 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 separation.". Any aggressive, physical violence toward a superior is of course gross misconduct. By waiting days or even weeks to terminate an employee after a deciding event, you suggest their behavior is acceptable. This notice serves as written notification to [name]. As a manager and executive, I've always appreciated the Hr department's help. Worker gross misconduct can occur many different ways. But, if you're cutting the job owing to economic conditions and competitive pressure, dismiss the employee and negotiate a release of claims after the fact.