If you need the employee to stay, it's better to say, "You can leave if you want, but you may be subject to discipline and separation.". A terminating workforce guide can guide you through the method of providing written warning about job productivity. Because of [poor productivity, repeated misbehavior, gross misbehavior, excessive absenteeism, excessive tardiness], the Business is separating your employment effective ________. As you may know, a worker can only get unemployment when you separated him for bad performance or economic reasons. If your business does not have a legal organization, use an independent attorney-at-law. And you shouldn't refill the job for at least a year even if firm conditions increase. Get a legal defender involved if you face something similar. Disobedience in the workplace is unacceptable. An problem employee can cause a breakdown in the chain of command. But by taking a few precautions, following process and detailing the method, you can deal with the problem efficiently and effectively while avoiding future lawsuits. If you have an "emergency dismissal" and don't have time to read the options, then go to Chapter 8: Procedure - How to Prepare for the layoff. Does the employee feel the manager was discriminatory in any way?

Don't go back and document incidents and lackluster productivity from months and years ago. It's hard enough making workers behave suitably while at work. However, if you're going to sack 500 or more employees at any one location, you also should give a 60 days notice.