It allows companies to track a worker's problems and if you must sack the employee, a warning form can serve as a legal document. First, you have a fixed policy, written or unwritten, of giving a severance on separation. First, you can offer the jobholder an early retirement package. But owing to his long tenure and excellent service, you decide to give Jim another chance and give him a final written warning. You must remember embezzlement is a serious offense and sacking that individual is frequently the only move you can make. Also, send a physical copy of the warning to the employee's home by registered mail with "return receipt requested." This will prove the employee got the warning. First, the worker has only a small back pay claim in any court trial, and no attorney-at-law will want this small damages case. Because dismissing a worker is often stressful on the boss, using a sample written memorandum of termination is a wise move. Follow up with them by phone after a few days if need be. A third type of employee misbehavior is when the employee has excessive absences either excuse or unexcused. 2) State directly you're terminating the jobholder and the effective date. For those Personnel offices dealing with several workforce, they should create preset guidelines for certain actions.

Last week your worker came to work reeking of alcohol, and you layoff him on the spot. (When you are not the separated employee's supervisor, be sure you bring the supervisor as a witness.) Insubordination and separating frequently go hand-in-hand. But by taking a few precautions, following process and detailing the method, you can deal with the problem efficiently and effectively while avoiding future lawsuits.