Or a medium risk dismissal becomes a high risk. The employer should never terminate a worker on a whim or out of resentment. o Getting drunk at the company party. Role #6: Sells the Package/ Reduces the Risk of a Unlawful Separation Suit. Smart owners and firm managers use an employee firing form to help them conduct a separation meeting.

You may choose a documented reprimand letter or a letter that is a little less documented yet informative to the employee. You can define insubordination as an instance when a worker either refuses a direct order from a supervisor or there is a confrontation between a supervisor and a jobholder. This is true if your only choice is to sack right away. When the employee's conduct would damage performance or lead to general mutiny, it must be dealt with as insubordination. These are legitimate rationale for termination, and I'll show you how to terminate her for this. They should decide how they should discipline the employee or whether they should sack the employee. The short answer is "none." You don't want to have any documentation on the unlawful reason or stupid reason. One way to do this is to document your problems with the jobholder. You place her into progressive discipline for her poor productivity. With the second method, you target a percentage decrease of your workers. You may or may not choose to share this information with your workers.