This will break the chain of good work reviews which the worker could use against you in court. Since the worker's attorney can use it in legal proceedings, don't include any unnecessary information. Never try to layoff a worker "on the fly." You are opening yourself up to legal issues and giving the jobholder ammunition to argue about his or her layoff. Using progressive discipline is for the most part your cheapest way to get rid of the executive. She even displayed borderline disobedient behavior toward the store manager. Show the worker the warnings leading up to the terminations, attendance records or the investigatory report.

o Option 10: Lay off Or Reassign The manager. Uses for Employee Remedial Forms. This is my recommendation for low and medium-risk dismissals. Whatever your standards, you hold ALL your personnel to them using progressive discipline. Firing a high level employee can be intimidating if you are a small business owner or a Human resources Manager. Not only does it lower your chance of a improper lay off suit, but it sends a message to your good employees you won't lay off them on a whim. Why start with a general template? This removes any confusion and keeps the jobholder from stating that they never received the firing letter. This behavior is minor misbehavior, and, therefore you should use progressive discipline to correct the problem. You do not owe an misbehaving disabled employee a job.