We have separated the employee for. o What did the accused employee, the accuser and the eyewitnesses say? Otherwise, you may dismiss the employee only to find yourself in the middle of a unlawful termination lawsuit. There are various degrees of disobedience, and you must not handle every case of insubordination the same way. You can do this by formally introducing the new boss to the personnel, if the employer is new to them. When it comes time to dismiss the employee, it may be in your best interest to present all the solid proof you have to the worker during the termination process. Remember you always have the option of hiring a temporary employee or using an employee from another division to fill in temporarily.

o Does the jobholder have a contract (verbal or written) and is the manager terminating only for reasons stated in the contract? We will pack up all of your personal items and leave them with the security station at the main entrance. This dismissal has a different set of guidelines from those of sacking an "at will" hourly wage worker. The First Early Warning Sign of Employee Gross misconduct: Dishonesty. This notice is an important legal document if a former employee files a improper layoff suit against the firm. Now you meet with the worker and discuss your findings and his employment status. This is why I developed my Separation Risk Estimate & Protection System(tm) to show clients how to separate personnel with different risk profiles. You'll look like an idiot, the worker will be angry, her legal defender will have a field day and the jury will give the worker a big unlawful termination award. Some items you should include are dates of employment, the nature of employment, and the reason for layoff.