Even though she says she's been off the bottle for 2 years, you suspect she's still drinking. It bears repeating, you shouldn't be subjective in your writing, and you shouldn't give opinions on why the disgruntled worker crossed the line. Here you might also consider including a written memorandum of recommendation. A blatantly difficult worker may refuse to do the task and subject you to abusive, profane, or threatening comments. If the employee is civil, you might let the worker return to her or his desk and gather personal items. Here's a listing of the major statutes and common laws dealing with employee separation: If you decide to separate a worker under FMLA, your procedure is the same as any other termination.

As you may know, a worker can only get unemployment when you separated him for poor performance or economic reasons. First, your other workforce may believe you're discriminating against them when you come down on them and do not come down on the difficult worker. It may help to have them present at the layoff meeting. * The order should be legal, direct, valid and related to the work. After the terminated worker has left, then you should meet with her coworkers to let them know. Choose your wording in the sample layoff letters carefully. First, I don't recommend the lay off manager as the exit interviewer. If your risk level is too high, you must compile enough documentation before firing.