Of course, the jobholder may continue to cause problems for you. At this point, your employee warnings become the documentation the small company desires to dismiss this individual. Get an original signature from the person that he or she received the memorandum. * Name of firm contact individual as well as phone number. If you allow misbehavior to continue, it will give the wrong message to other personnel who think they can also get away with this behavior. While this may seem harsh, the employee's layoff is usually best for you and your business. Feel free to call the Hr Manager at 555-1212 if there are any further questions.

They made some innocent mistake during the layoff such as saying the wrong thing at the wrong time during the layoff meeting. Also, when you can't terminate the problem worker for some political reason . However, at times you should take action. It is far better to be safe than sorry when dealing with potentially poor-performing workers. Also you must have detailed substantiation to support those reasons. I would, also, include evidence that she missed the training and didn't take initiative in rearranging the schedule when you missed the Cedar Rapids flight. Like poor productivity, don't dismiss a worker right away for minor misconduct. Be clear, you still have a problem as this worker is probably a difficult person to manage, but this is not a case of disobedience.