The first step you must take when sacking an at will worker is to document everything. This is why you need to be sure of your reasons to sack the worker. If this is the case, have another supervisor sign as a witness to your discussion. In the second instance, the jobholder will probably not sue you, but if he does, you're certain to lose. With this form, you're protecting yourself and your company. As long as the lackluster productivity or behavior occurs within a reasonable period, like 6 months, you give him another Final Written warning. (When you are not the fired worker's boss, be sure you bring the boss as a witness.) Do what is right and remove the disgruntled individual from your workers before you're sorry you didn't. It is a substantial part of the overall separation procedure. If you conduct the lay off suitably, the worker will be more probably to recover quickly and move on with dignity. For example, don't say the employee just doesn't fit in the new organization you're building. For example, when you have thoroughly documented the worker's theft of firm property, you won't have to pay much over your first offer.

In it, the worker agrees to not challenge his lay off in court, and in return he gets an increased severance package. Before becoming overwhelmed with the thought of dealing with problem employees, consider the following tips to help you on your way. As you and the jobholder present your documentation, the hearing officer enters it into the record.