Also every worker should have a hard copy of these rules that discusses offenses that may result in immediate suspension or separation. If you don't layoff some people today, you'll bankrupt your small business and no one at the small company will have a job. If verbal and written reprimands fail, you should create a written notification that outlines consequences. An employee termination memorandum should contain certain elements. Lastly, this warning should clearly spell out what will happen if the employee chooses to break the rule again. If the jobholder performs illegal acts, is violent or jeopardizes the safety of other workforce, you have the right to lay off them immediately. (Of course, you should document all this bad behavior when the meeting is over as it'll prove you were correct in firing her.) Don't take it personally and don't react to her taunting. By tolerating gross misconduct, you are sending a message to your personnel that they do not have to respect your authority in the workplace. If the employee has received good past job reviews, you must take more time with the termination. A company should always keep in mind that certain workers may claim discrimination for errant firings. While this may seem harsh, the employee's layoff is usually best for you and your business.

It is best to do this on company letterhead, with the date clearly marked. Here's what you include in the oral warning (and in all warnings for that matter). While this may seem harsh, the jobholder's dismissal is mostly best for you and the company. What types of incidents will you write up in the form?