Under these conditions, you can't dismiss someone officially for attendance problems. Now and then, a productive employee screws up due to unintentional conduct or because of issues in his personal life. This provides a record saying that you did meet with the jobholder and presented the information documented therein. While the employee is packing up, you should thoroughly document the termination meeting. Unemployment compensation typically doesn't cover all the employee's living expenses, but the extra cash gives the worker enough time to find another job. The notice should obviously state the grievances, previous warnings with dates, and the letter is a notice of termination. Never try to terminate an employee "on the fly." You are opening yourself up to legal issues and giving the worker ammunition to argue about her or his separation. The law considers a two-week employee notice of layoff acceptable. o Keeps a diary of dates, times, places and damning statements including any corroborators.

o Testifying truthfully against an employer. Number 8 - Write The lay off Notice And Separation agreement. You should only gather physical substantiation if it belongs to the company or no one (like the empty beer bottle) and you have unrestricted access to it. The best way you can handle bad employees is with a series of warnings and documentation. The formal written warning gives a paper trail of misbehavior on a jobholder. Using my Layoff Risk Estimate & Protection System(tm), you decide if the risk is low, medium or high.