Here you must give the employee chances to improve before termination. Just simply state the facts and the reasons the jobholder's actions were unacceptable, and you are well within your rights. If you continue to act this way, you'll force me to consider your dismissal. A second way problem employees try to keep their job is by refusing to sign your warnings. An impulse terminating can affect the group spirit. Don't ever blame an employee who's no longer with the company for the company's troubles. In this case, you should negotiate a settlement and a release of claims before you fire. Before dismissing a jobholder, get the employee's personnel or workers folder to have all the relevant facts. Even if you're the company's CEO, you should get an independent review of any separation. But as with any benefit, you will find some workers take advantage of the system. As long as you are acting within the notification of the law, then yes you can hire or dismiss for no reason at all within the scope of at will employment. Standards For Employee termination.

All employers should have the Human resources department draft a letter of separation sample for future use. For example, the employer should not claim "downsizing" when he or she plans right away to hire another employee to perform the same job. It gives you a great way to remove bad employees without having to confront them about their productivity and conduct, which can lead to lawsuits.