An employee-employer stalemate of this kind can only make it worse and the employer should address this immediately. As an employer, before beginning the firing process, it is essential to give workforce the opportunity to redeem themselves on-the-job. Notices of dismissal might be the most difficult writing an employer or personnel manager has to do during a workday. First, it helps alleviate any harsh feelings your sacked worker has toward the business. Finally, the worker keeps a copy of the memorandum. As you would expect, the personnel you're laying off will be "on edge." You'll scare some of them. After all, a worker that is bad is one that believes he or she can make and live by her or his own rules. If you eventually terminate a worker for sexual harassment, you need this legal substantiation to support your decision.

If you ask the jobholder to do work within his or her job description and within business policy, the worker should comply. Abusive language used by personnel directed toward supervisors or managers as well as other workers is also misbehavior. If the manager has a standing policy saying this action results in dismissal, then the employer has the right to terminate. If the drug or alcohol abuse while on-the-job causes the disobedience, then the obvious solution would be to dismiss the worker. Both procedures use escalating discipline to warn the employee and document the problem. For example, you would like your separation notice to reflect the business and your position, not someone else's. If your former employee decides to file a wrongful separation suit, his legal adviser may use your separation letter in the proceedings.