In this case, you may have given the employee a oral warning to increase within 30 days and she didn't. I can't stress enough the proof supplied should be solid and clear. Because this is a common occurrence, you should keep sample notifications of layoff that specifically apply to this issue. Consult with the attorney-at-law to decide if you must include anything else specific to your company desires. However, if you single only a few people out, that can also hurt the morale. Giving notice allows the worker time to steal confidential information, stir-up the remaining workforce and commit sabotage. If he still refuses to sign, you should bring another supervisor into this meeting and ask the employer to verify on your copy he saw you give the employee the warning. A critical step in this layoff program is writing a separation notification. In the rare cases where you can't settle and the employee is going to court, you must get yourself a good employment legal adviser. But, more than likely, he didn't give an improper reason when you gave him 3 chances to rebut your warning. First, write a note to the difficult worker's workforce file or to Personnel.

Example: "Would you say your manager treated you unfairly? Although the leave is unpaid, the law compels you to continue the worker's group health coverage and pay the supervisor's part of the premium during the time off. Here's a summary of what you must bring: Finally, when the incident occurs again, you sack the employee. It doesn't matter the reason, you must use a notice of separation for all circumstances.