If you lay off an employee for this particular misbehavior you had better have papers. Keep in mind that if there is a legal action, a court can use your as proof against you and the company. I would, also, include documentation that she missed the training and didn't take initiative in rearranging the schedule when you missed the Cedar Rapids flight. For example, when you fired him for a productivity problem or laid him off as a cost cutting move, the commission always favors the terminated worker. If the jobholder decides to sue you later, these warnings become important legal documents to support your side of the case. By using a condescending tone with a jobholder, a human resource person or small business owner runs the risk of alienating the employee and doing more damage than good.

*If you have decided to terminate the jobholder committing theft, have the firing papers drawn up and cut a check for their remaining pay. Following the lay off Risk Estimate & Protection System(tm) in Chapter 4, you decide this is a medium-risk separation, and you'll offer her extra severance in return for a release. If the new hire repeatedly can't meet the job requirements, then give him a oral notification. If the small business doesn't have a conference room available, then use another supervisor's office, or use your own in a pinch. Employee warning forms allow companies to keep track of difficult employees. Again, check with your Personnel department and see what the standard severance package should be. It should include a copy of the dismissal letter, separation agreement and COBRA notices. Be clear, you still have a problem as this jobholder is probably a difficult individual to manage, but this is not a case of disobedience. Obviously, the previous boss didn't have the guts to tell this guy about his terrible performance.