Your letter should detail exactly what happened and why this was against the rules, and it should set up a time for the worker to meet with you. Notification #2: "Medium Risk" Lay off Notification - For Poor productivity And Misbehavior. An employer should be wary of doling out light punishment for a jobholder reprimand simply because they like the employee who acted out of line. Even Asian countries like Japan have learned that in today's rising and falling global economy, the idea of "employment for life" has become financially impossible. Counseling workers takes a strong outlook and a plan of action. Although this is an verbal notification, you must record the date of the conversation and you should notify the worker the conversation is serving as an oral warning and following late arrivals to work will result in a written notification. Discuss the return of property belonging to the company such as ID badges, laptops, credit cards, cell phones and firm cars. I encourage you to review it with your legal counselor because you're giving up some legal rights. All software developed in your company must pass a rigorous quality control method. Insubordination in workplace environments is a serious issue and if you do not deal with it effectively, it will cause many more problems. Because of lack of performance, you're now one step from layoff. (See Chapter 7 for how to sack for gross misconduct.)

If you're terminating for an illegal or stupid reason, is it worth it? It should accurately reflect the company's separation process. By leaving the fired worker their dignity, a company can succeed in doing away with the poor employee and keeping the business morale intact.