A jobholder can still sue you for wrongful separation. If the employee comes back and files an unlawful termination suit, like so many do, the notice suddenly becomes the business's legal document. If the worker changes his mind, you could lose the money and still face a suit! Finally if you feel the need to fire the worker because of many small incidents, you must attempt to isolate the underlying reason behind these reoccurring problems. The written reprimand notice could be just what the employee wants to correct the circumstance. A fair inquest means you get the jobholder's side of the story, talk to other eyewitnesses and gather physical evidence (if any) in a proper way. Others have a bad demeanor and make it their personal mission to make everyone's life miserable. * Address your worker's needs within the boundaries of your small company. If the worker fails to improve as the result of escalating discipline, you will have built up enough of a case to dismiss the employee without risk of facing a litigation. It is best to use temporary help until it is possible to speak with the jobholder about their future with the company.

(You can get more information about how to handle difficult firings including firing pregnant worker here.) I know this method takes some time, but it's the only sure way to get rid of the "accident" prone employee. A less severe form is a "layoff", which means the termination is due to corporate restructuring or external company forces. An ex-employee can easily win a improper separation suit. An alert management is aware that when employees should be separated through no fault of their own, it creates talk among that individual's family and acquaintances. In these situations, it is more efficient to counsel individual personnel about their expected guidelines of behavior, and how they have acted wrongly.