As other personnel see the problem individual "getting away" with being problem, they become more inclined to behave in that manner as well. In general, an employer has the right to expect an employee to perform the duties and tasks required of the job in return for payment. *Did you give the jobholder written workers policies for the company or company? If the employer chooses not to write the notification, a Human resources supervisor should do it. First review your current policies and methods. If you deal directly with worker firings, then you should know these worker rights in termination. If the firm policy allows for a warning on first offense, be sure to place that written notification in the employee's file. For example, suppose you have documented substantiation your ex-worker was sexually deviant. Also take time to point out firm policies and processes so the employee is made aware of them. Even "at will" personnel who understand that they may lose their job at any time may have legal recourse if your rationale for firing a jobholder are invalid. But it may be more complicated like having them return a business car, cell phone or even a laptop computer that is at home.

Also state a deadline in the notice for the worker to achieve the desired behavior. Conducting extensive worker investigations before separation is so important because a court can use all of your evidence, or lack thereof, if your employee decides to file a unlawful termination suit. And, you can prepare for the dismissal if necessary. This letter is our separation document.