n any workplace, despite the number of workforce, there are instances of worker misconduct. o Put the employee into progressive discipline for bad performance and misbehavior issues. Take the time to gather necessary evidence, including a worker termination form, and call the employee in for a conference when tempers have had a chance to cool off. This is easy to do since workers win 70% of the time (source: Getting Fired by Steven Mitchell Sack). The formal written warning gives a paper trail of misbehavior on a jobholder. You listen to the employee and devise ways to motivate him to higher productivity levels.

When owning a firm, you often have to deal with multiple problems, including handling problem employees. These methods include documenting any problems that may have taken place with the worker. This is a small but thoughtful kindness. You'll discover that proper evidence helps protect you from the legal retaliations of former personnel. o A layoff memorandum which clearly describes the severance package including any compensation, cash for vacation or sick days, their final day, and so on. Simply, the worker isn't at fault for her separation. To make a valid case of rightful layoff, such a series of escalating discipline actions should detail oral warnings that have then progressed to written warnings, followed by suspension and then termination. To keep yourself and your business out of trouble, you should follow proper layoff procedures. For the most part, this is dismissing the worker.