I have decided to fire you from employment at effective immediately. If you don't apply a legitimate reason for lay off consistently, your dismissal risk level goes up significantly as you have seen. If the bad individual is always late to work or with her assignments, then get her some formal time management training. How Escalating Discipline "Traps" A Disgruntled worker. Experiencing Safety Hazards Because of a Insubordinate worker. If any steps in this procedure conflict with them, you must defer to your company's policies. As a supervisor if you failed to document the employee's terrible productivity or behavioral problems, you're leaving yourself and the business open to a litigation. Finally, you don't have to be 100% correct for your evidence to hold up in court. 1) Inform the worker you're having this meeting to give him a discipline warning. If you have done your evidence right, the information here should come as no surprise to the employee. Discussion of Unemployment: Since the lay off was not the fault of the employee, your workers will be eligible for unemployment, unless they only worked part-time or less than one year at the business. Finally remember to remain professional in both your notification and in the dismissal meeting.

If it all fails, you may have to write a termination memorandum and file the worker's position. You must remember embezzlement is a serious offense and separating that person is usually the only move you can make. For you, the employer, it means happier and more productive workers. For example, we can't say "resign or be laid off." When we give ultimatums like this or make life unbearable for the high-risk employee, the employee can still sue us for wrongful dismissal when he resigns.