If you're unsure of the contractual guidelines on missed days or dismissal, you must consult the firm's legal expert on work related lay off laws. In this case, you'll want to present the worker's resignation memorandum as substantiation. They might display a strong work ethic, show a certain loyalty to the firm and might even get along (on a limited basis) with most of their co-employees. Document the small company rationale for the layoff. Be sure to take some time when creating the jobholder hygiene policy because it will be your guideline when it comes to disciplining employees that choose to ignore it.

In drafting the employee written notice, describe, in detail, why you're writing the letter. However, always consider this type of reprimand as a tool for improvement first rather than a means of ridding your business of a problem individual. As long as the outside behavior doesn't affect their work performance or the productivity of your company, you can't fire them without fear of a illegal dismissal suit. However, when these fail, realize you may have to fire the employee involved. Create a detailed letter, but keep it as short and factual as possible. Owing to inadequate productivity, the Company is terminating your employment effective immediately. How Employee Misbehavior Affects All Employee Productivity. Instead we are talking about firing employees whose work productivity is poor. The difficulties that come with a problem employee may seem easily corrected by separation. I know this program takes some time, but it's the only sure way to get rid of the "accident" prone worker. 4) Interview the rest of the corroborators.