He heard you say clearly, "Kevin is the jerkiest supervisor I've ever had. Also, the business downturn gives you a legitimate excuse for sacking Sue. If this is the case, you can still work at avoiding a layoff by discussing the problem with the worker. * Approach the jobholder who has committed the theft in a private setting, but make sure you have another member of management or ownership to witness the punishment. And state the date the worker will stop working, and any cash payable to the worker as well as any firm property the employee must return. If you consistently use worker warnings with a fair policy of progressive discipline, you at least have the peace of mind that you tried your best to rehabilitate your employee. * The jobholder must be aware of the consequences of not performing the action. In other words, you don't want to decide the remedial action you will take "in the heat of the moment." By thinking about these situations ahead of time, you can simply refer to your handbook and take the action necessary.

I call this a negotiated layoff. Deciding When to Tell Personnel About the lay off. Documentation of Steps to Employee termination. Before this you had been warned that this is unacceptable practice by a project supervisor such as yourself. It allows companies to track a worker's problems and if you should lay off the worker, a warning form can serve as a legal document. Gross misbehavior: Released a toxic gas when involved in horseplay (Can fire immediately.) Employee termination notification sample - Template.