Despite the size of the remedial problem, you must document any discussions and warnings for a worker's behavior. Worker warning forms allow companies to keep track of problem employees. In several court cases, juries have signaled that giving "one chance" for overwhelming misbehavior is fair and reasonable for long-tenured workers. Because separating a worker is often stressful on the manager, using a sample written notice of layoff is a wise move. 4) If you layoff your rival right away, she'll probably want revenge through a legal action. Even if you terminate for an illegal reason, you can significantly cut your chance of a suit by treating the employee well during the dismissal process. But when the problem worker listed a false employer, then you can separate immediately. Employers don't know their rights, and many don't know what to inform a fired worker when he asks about unemployment.

With progressive discipline, you first give the jobholder a oral warning. Have an extra witness for the company there when you give the employee the letter. Document the business grounds for the firing. By fixing the problem the first time, your difficult worker's behavior may improve. If the firing is for "cause," you should take great care should to keep from making a bad situation worse. If this had been a memorandum of dismissal because of a reduction in force then this section would be replaced by economic information that led up to management's decision to reduce the force. It should explain your previous attempts to correct the employee with dates, a statement communicating the worker is separated effective on a date, and any final pay and severance packages.