Also make sure you discuss the major procedures aloud on at an orientation meeting for new employees. But sometimes, a boss will inform his worker, "resign or be separated." This is obviously an involuntary resignation. If the worker fails to improve as the result of escalating discipline, you will have built a sufficient case to fire the jobholder without risk of facing a lawsuit. As a boss, you should eventually make it clear to the jobholder that their work should take priority during business hours. *If you have decided to layoff the employee committing theft, have the lay off papers drawn up and cut a check for their remaining pay.

Labor-intensive tasks cannot keep pace with automated competitors and businesses must stay abreast of the times or go out of business altogether. Here the failure of the jobholder to follow instructions leads to endangerment of the employee, their coworkers or the boss. I'm sure you're aware of this and are not too worried about defamation suits. Alternatively, you can dismiss them over the phone and send the supporting papers through e-mail. As you can see, the insubordinate individual gets 3 chances to upgrade before you layoff her. If you ever have to write a separation memorandum, it helps to have prepared ahead of time. It bears repeating, you shouldn't be subjective in your writing, and you shouldn't give opinions on why the disgruntled individual crossed the line. It is a business decision to preserve or restructure the business for those who remain. However, if you believe the jobholder's performance can be altered, counseling workers is an intermediate step before dismissing. If the person refuses to sign then just note this on the memorandum and make sure you have a witness in the lay off meeting. Just as in a court of law, you need to know what to say when firing a jobholder.