It is critical workplace group spirit that you handle employee misconduct appropriately. If you have an insubordinate individual that you allow to be bad-behaving without repercussions, you will notice a decline in the moral of your other employees. (You may want to state here proof to support the claims of any employee stealing or misusing business property. These may include how the jobholder will empty her or his workspace and the business's need for the employee to leave the building immediately. A disgruntled employee can damage your small business in many ways. Gross misconduct: Released a toxic gas when involved in horseplay (Can separate immediately.) Here's a sample written notice of lay off: It is important that you gather all prior documentation on job performance and disciplinary measures. It is important to do this task right because it is a tool for papers, communication, and managing directives when you let a worker go.

If a memorandum of reprimand doesn't work, then follow up on the consequences you set forth. 12) Give a warm and fuzzy line about success in new endeavors. But, to be on the safe side, be sure to buy updated versions of your sacking workers manual as they become available. It is probably in today's corporate environment that you will at some point in your career have to let personnel go. Also you must have policies on the layoff process and conditions for a lay off. * Name of company contact individual as well as phone number. If you are an Personnel supervisor, this may be as easy as contacting a higher authority, such as a Vice President or President of the company.