Ask about and listen for mitigating causes or for substantiation proving this was less than overwhelming misbehavior. Let them know the result of the probe and the employment status of the person they accused. How Long Should You Keep Evidence Of A Termination? I've put together a couple of samples of layoff notices for you to pick from. 5) Go through the dismissal notice with emphasis on items in the discontinuance package. I'll then go back to my office and decide what we need to do.". In particular, follow-up when the employee gives you important information which could help the firm in a improper separation suit. Insubordination and employee problems go hand in hand. First, documenting violations of company policy tells the workforce you mean business. If the small company manages its own plan, then you have 30 days to inform the employee of his COBRA rights and the worker still has the same 60-day election period. If a worker costs you too much money, time and worry, then you are doing yourself a big favor in firing him. Get an original signature from the individual that he or she received the memorandum.

But when you strongly suspect a worker will get violent, here are some extra precautions. Employees who receive notifications of lay off are mostly not taken by surprise, because managers have warned them that such a memorandum might be heading their way. For example, you might say, "Personnel who fail to wash their hands after using the rest room will receive one day suspension after the first offense, three days after the second offense, and termination after the third offense." Or, it could be more general, such as "Personnel who fail to wash their hands after using the rest room will face suspension and possible layoff." How much leeway you wish to give yourself when it comes to reformatory action is up to you. If he doesn't improve after 3 warnings, you can legitimately terminate him.
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