or, you just can't stand the sight of the difficult employee, then you have 2 alternatives. Dimissing an employee based on emotion rather than sound reasons can result in serious penalties including devastating lawsuits. This is especially true if the worker senses imminent layoff in his or her future. When the employee's conduct would damage performance or lead to general mutiny, it should be dealt with as gross misconduct.

Third, when an employee resigns, you should ask him write a resignation notice to you giving the reason he's leaving the company. The dismissal of personnel is also difficult for the jobholder in question. This will keep you out of trouble even if later proof or the worker's legal counselor proves your conclusions wrong afterwards. Unquestionably, you would expect higher levels of productivity from a senior worker than an entry-level worker. When You're Just The Messenger. The notice also gives you a chance explain why you dismissed the worker. Somehow this will always lead to inaccurate results or missed deadlines. This prevents the jobholder from coming back to you right before you fire him with a legal counselor-written rebuttal and plan. Unfortunately, automation means business owners must sack more workforce. The first was a verbal notice on March 16 and the last was your final written warning on May 20, 20XX. Regardless of whom is in charge of supervising the employee, everyone responsible should be aware of proper papers processes. You may have to follow special laws depending on whom you fire.