Also, make sure to include the impact of her bad behavior on you, other workforce and on the business. As part of this papers, you must have the employee sign paperwork showing that he or she read the report. When sacking employees, you should always take care to cover these basics. Be aware that an difficult employee may also claim to "forget" to perform a certain task that they simply don't want to do. An Intro to Terminating a Worker. Perhaps one of the most important issues when disciplining your employees is saving their dignity, so when they are a rehabilitated employee, they will still have a sense of pride about working for the company. If you are an employer and you know your rights, you will be able to avoid any legal disputes that may result from a problem employee or someone you have fired. *Third, do a consistent "check in" with the disgruntled worker to be sure that you understand each other. For example, a severance package will reduce the sting of termination, sacking on Friday will reduce the humiliation, and having a witness in the meeting gives you extra physical protection. If the worker asks for a jobholder representative to be with him during the discipline meeting, you must give him time to get one. But, be aware you now have 2 warnings in your personnel file and continued bad behavior will eventually lead to your layoff from the business.".

Probably you're not off the hook if your company has less than 20 workers. If she continues, then excuse yourself and document the abusive comments. Forget an "I am sorry" sentences or even "We enjoyed your time here" or anything that shows emotion about the jobholder's layoff. If your payroll service can't cut the check by this date, then go ahead and sack.
Firing employees is often a distasteful, but necessary, part of owning a business. If you have to fire someone, at the very least you want to stay within the bounds of the law. More