The jobholder works harder at making your life miserable than on his job. The main criterion is the worker should have worked for the business at least one consistent year, most often full-time. At times to get to "high performing", we must jettison some of our poor performers.

The worker termination notice is a key document in this process. Remember that this person has a bad attitude to begin with. Make sure you include the firing date in your letter. Most large and small companies have a business handbook or "rules" that they let their employees know. o Sounds like an attorney-at-law by using legal terms about employment when she speaks with you. Using a worker dismissal checklist can help ensure you follow all the correct processes. This shows a jury you weren't terminating for improper discrimination. Some experts advise against including the reason for lay off in this document. Post-layoff Procedures: There may be several different post-lay off processes that go with dimissing a jobholder during the business reorganization. She knows she's not wanted at the company and her life will be miserable. This behavior is minor misconduct, and, therefore you should use progressive discipline to correct the problem. Therefore, do not be surprised that separating a jobholder like this causes heartburn.