Anything you can do to combine existing job duties and improve efficiency must be considered. Also, you might find your insubordinate individual is a better fit for another job within your small company. If the jobholder's behavior does not improve, then managers can use this invaluable evidence to clarify the processes taken to warn the jobholder that they may lose their job if they did not change. If the worker continues to tell lies, you can terminate him after the final written notification.

A jobholder can claim they were dismissed unlawfully if they can show you breeched an implied contract, are retaliating for whistle-blowing, intend to defame them or are involved in fraud. And, at times, you can't find the fraud, or the worker never screws up enough to fire. If you decide to use written warnings and an investigation, make sure you do it right. In today's society, you must follow a proven termination process to avoid lawsuits. If you had the foresight to have a obviously written business policy handbook read and initialed by every worker, the process becomes a simple matter of following firm policy to the notification. But if you need to do this, you need a good sample separation letter for disposition from which you can develop your own letter. It's important to give an "honest" reason in the dismissal letter. Any dismissal notice should obviously state the exact reason for layoff. And you will hear many excuses from these workforce. It is important the worker understands why you are separating her or him. he appeared to violate a gross misbehavior standard.