If you feel that rehabilitation is still possible, the next step you take may be a project or a series of projects that improves your workforce job performance. If the individual refuses to sign then just note this on the notice and make sure you have a witness in the termination meeting. Finding a reason to fire the employee is the easy part, but you must be careful how you do it. However, with this, you should also provide evidence that such training and counseling did not increase their productivity. A special note about employees' compensation: You can't terminate a worker because she has taken advantage of employees' compensation. If they are a popular and instrumental key to your employees then you may give them heed and listen to their reasoning behind being insubordinate.

First, if the gossip is about an person employee, it can cause much pain not only for that individual, but also for their coworkers. As with all warnings, you meet with the employee, make clear the warning, give him a copy and place a copy in his personnel file. Exploring the Connection Between Gross misconduct and Separating. If you don't take action against the problem individual, this individual can quickly and easily cause your other workforce to become disgruntled. But mostly, personnel leave because you are overworking them, they have rigid schedules, they have difficulty in getting along with other personnel, or they have personal duties. Likely you are not off the hook if the company has less than 20 employees. I must tell you that after (number) work quality counseling sessions with company management and (number) written warning notices about your poor work quality, there has not been an acceptable improvement evident in your work. Dismissing of Personnel: Steps You must Take. As a business owner, you have to remain objective as you collect information in the exit interview, and can't get defensive at the statements made by the employee. The worker may not take these warnings seriously or simply just can't do the job.